Question 1

Which of the following is not a style used regularly by managers?

Accepted Answer

A)  Mediational intervention 
B)  Inquisitorial intervention 
C)  Providing impetus 
D)  Adversarial intervention 
A)  Mediational intervention 
B)  Inquisitorial intervention 
C)  Providing impetus 
D)  Adversarial intervention

Question 2

Managers are frequently involved in the handling of disputes between subordinates and colleagues.

Accepted Answer

A) True 
 B)False

Question 3

A mediator is a third party who works toward helping disputing parties creating solution themselves by facilitating communication and dispute resolution techniques among the parties.

Accepted Answer

A) True 
 B)False

Question 4

All of the following are considered advantages of arbitration, except:

Accepted Answer

A)  the costs of prolonging the dispute are high 
B)  the solution is seen as credible 
C)  the negotiation or dispute ends with a final solution 
D)  the solution is usually binding 
A)  the costs of prolonging the dispute are high 
B)  the solution is seen as credible 
C)  the negotiation or dispute ends with a final solution 
D)  the solution is usually binding

Question 5

Discuss why mediational intervention is not used by many managers.

Accepted Answer

Managers like to be hands-on s

Question 6

Starting a negotiation by conveying your own power to coerce the other party could bring a quick settlement if your threat is real and credible.

Accepted Answer

A) True 
 B)False

Question 7

Negotiators focus on when they seek to resolve a dispute by drawing on rules or standards grounded in principles of law, fairness, or perhaps an existing contract.

Accepted Answer

A)  reciprocity 
B)  power 
C)  interests 
D)  rights 
A)  reciprocity 
B)  power 
C)  interests 
D)  rights

Question 8

Which of the following management styles describes a manager who passively listens to what each side chooses to reveal and then tells the parties how to solve the conflict based on their presentations?

Accepted Answer

A)  Adversarial intervention 
B)  Providing outcomes 
C)  Providing impetus 
D)  Inquisitorial intervention 
A)  Adversarial intervention 
B)  Providing outcomes 
C)  Providing impetus 
D)  Inquisitorial intervention

Question 9

When one person or party makes a claim or demand on another person or party, and that claim is rejected, we can say that a power imbalance has emerged.

Accepted Answer

A) True 
 B)False

Question 10

Disputes settled by power:

Accepted Answer

A)  are often referred to formal arbitrators 
B)  are often referred to informal arbitrators 
C)  bring together both sides in a dispute 
D)  usually create clear winners and losers 
A)  are often referred to formal arbitrators 
B)  are often referred to informal arbitrators 
C)  bring together both sides in a dispute 
D)  usually create clear winners and losers

Question 11

A power negotiator is a third party who takes control of shaping and determining an outcome.

Accepted Answer

A) True 
 B)False

Question 12

When negotiations are unable to reach an agreement on their own, it is a good idea to rethink your position.

Accepted Answer

A) True 
 B)False

Question 13

The key difference between traditional arbitration and final offer arbitration is that:

Accepted Answer

A)  Arbitrators are permitted to create their own terms for a desired outcome 
B)  Arbitrators must present their proposed solution to the courts for approval 
C)  Arbitrators are permitted to formulate a settlement that falls in the middle of the two proposals 
D)  Arbitrators are not permitted to formulate a settlement that falls in the middle or create their own terms for a desired outcome 
A)  Arbitrators are permitted to create their own terms for a desired outcome 
B)  Arbitrators must present their proposed solution to the courts for approval 
C)  Arbitrators are permitted to formulate a settlement that falls in the middle of the two proposals 
D)  Arbitrators are not permitted to formulate a settlement that falls in the middle or create their own terms for a desired outcome

Question 14

What criteria should be considered when deciding to focus on interests, rights, and power?

Accepted Answer

Transaction costs
Sa

Question 15

Third-party help can be used for all of the following reasons, except:

Accepted Answer

A)  the parties disagree about what information is necessary, available, or required 
B)  behaviour is positive 
C)  the emotional level between the parties is high, with lots of anger and frustration 
D)  communication between the parties is poor or has completely broken down 
A)  the parties disagree about what information is necessary, available, or required 
B)  behaviour is positive 
C)  the emotional level between the parties is high, with lots of anger and frustration 
D)  communication between the parties is poor or has completely broken down

Question 16

Define the term dispute.

Accepted Answer

When one party makes

Question 17

Which of the following management styles describes a manager who typically does not exert control over the decision, and only mildly controls the process?

Accepted Answer

A)  Providing impetus 
B)  Inquisitorial intervention 
C)  Providing outcomes 
D)  Adversarial intervention 
A)  Providing impetus 
B)  Inquisitorial intervention 
C)  Providing outcomes 
D)  Adversarial intervention

Question 18

If you have more power than your opponent then using your power means that you will always win.

Accepted Answer

A) True 
 B)False

Question 19

The informal managerial-dispute intervention model developed by A. R. Elangovan uses:

Accepted Answer

A)  a decision tree with four dominant management styles 
B)  a four quadrant prescription 
C)  a decision tree and a series of diagnostic questions 
D)  a 6 x 6 matrix to classify intervention styles according to power levels 
A)  a decision tree with four dominant management styles 
B)  a four quadrant prescription 
C)  a decision tree and a series of diagnostic questions 
D)  a 6 x 6 matrix to classify intervention styles according to power levels

Question 20

Parties who focus on interests in a dispute are often able to find ways to resolve that dispute.

Accepted Answer

A) True 
 B)False

Which of the following is not a style used regularly by managers?

Managers are frequently involved in the handling of disputes between subordinates and colleagues.

A mediator is a third party who works toward helping disputing parties creating solution themselves by facilitating communication and dispute resolution techniques among the parties.

All of the following are considered advantages of arbitration, except:

Discuss why mediational intervention is not used by many managers.

Starting a negotiation by conveying your own power to coerce the other party could bring a quick settlement if your threat is real and credible.

Negotiators focus on when they seek to resolve a dispute by drawing on rules or standards grounded in principles of law, fairness, or perhaps an existing contract.

Which of the following management styles describes a manager who passively listens to what each side chooses to reveal and then tells the parties how to solve the conflict based on their presentations?

When one person or party makes a claim or demand on another person or party, and that claim is rejected, we can say that a power imbalance has emerged.

Disputes settled by power:

A power negotiator is a third party who takes control of shaping and determining an outcome.

When negotiations are unable to reach an agreement on their own, it is a good idea to rethink your position.

The key difference between traditional arbitration and final offer arbitration is that:

What criteria should be considered when deciding to focus on interests, rights, and power?

Third-party help can be used for all of the following reasons, except:

Define the term dispute.

Which of the following management styles describes a manager who typically does not exert control over the decision, and only mildly controls the process?

If you have more power than your opponent then using your power means that you will always win.

The informal managerial-dispute intervention model developed by A. R. Elangovan uses:

Parties who focus on interests in a dispute are often able to find ways to resolve that dispute.

The Nature of Negotiation

Strategy and Tactics of Distributive Bargaining

Strategy and Tactics of Integrative Negotiation

Negotiation: Planning and Strategy

Individual Differences: Know Yourself and Your Counterpart

Perception, Cognition, and Emotion

Communication Process and Outcomes

Negotiation Power and Persuasion

Confronting the Dark Side: Deception and Ethical Dilemmas

Multiparty and Team Negotiations

Managing Difficult Negotiations

International and Cross-Cultural Negotiation

Best Practices in Negotiations

Filters

Exam 9: The Dynamics of Disputes and Third-Party Help

Which of the following is not a style used regularly by managers?

Managers are frequently involved in the handling of disputes between subordinates and colleagues.

A mediator is a third party who works toward helping disputing parties creating solution themselves by facilitating communication and dispute resolution techniques among the parties.

All of the following are considered advantages of arbitration, except:

Discuss why mediational intervention is not used by many managers.

Starting a negotiation by conveying your own power to coerce the other party could bring a quick settlement if your threat is real and credible.

Negotiators focus on when they seek to resolve a dispute by drawing on rules or standards grounded in principles of law, fairness, or perhaps an existing contract.

Which of the following management styles describes a manager who passively listens to what each side chooses to reveal and then tells the parties how to solve the conflict based on their presentations?

When one person or party makes a claim or demand on another person or party, and that claim is rejected, we can say that a power imbalance has emerged.

Disputes settled by power:

A power negotiator is a third party who takes control of shaping and determining an outcome.

When negotiations are unable to reach an agreement on their own, it is a good idea to rethink your position.

The key difference between traditional arbitration and final offer arbitration is that:

What criteria should be considered when deciding to focus on interests, rights, and power?

Third-party help can be used for all of the following reasons, except:

Define the term dispute.

Which of the following management styles describes a manager who typically does not exert control over the decision, and only mildly controls the process?

If you have more power than your opponent then using your power means that you will always win.

The informal managerial-dispute intervention model developed by A. R. Elangovan uses:

Parties who focus on interests in a dispute are often able to find ways to resolve that dispute.

The Nature of Negotiation

Strategy and Tactics of Distributive Bargaining

Strategy and Tactics of Integrative Negotiation

Negotiation: Planning and Strategy

Individual Differences: Know Yourself and Your Counterpart

Perception, Cognition, and Emotion

Communication Process and Outcomes

Negotiation Power and Persuasion

Confronting the Dark Side: Deception and Ethical Dilemmas

Multiparty and Team Negotiations

Managing Difficult Negotiations

International and Cross-Cultural Negotiation

Best Practices in Negotiations

Filters