Question 1

With the exception of forcing, gender differences in conflict-handling style are

Accepted Answer

A)  extreme. 
B)  relatively large. 
C)  relatively small. 
D)  non-existent. 
E)  exactly the same. 
A)  extreme. 
B)  relatively large. 
C)  relatively small. 
D)  non-existent. 
E)  exactly the same.

Question 2

The distributive approach to negotiations is a win-lose approach.

Accepted Answer

A) True 
 B)False

Question 3

What is an exploding offer?

Accepted Answer

A)  applying time pressure to give the opponent a very short time to accept their offer 
B)  giving the other party unlimited time to consider your offer 
C)  backing out of a negotiation 
D)  an offer which you know the other party will immediately reject 
E)  an offer that takes place at an off-site location. 
A)  applying time pressure to give the opponent a very short time to accept their offer 
B)  giving the other party unlimited time to consider your offer 
C)  backing out of a negotiation 
D)  an offer which you know the other party will immediately reject 
E)  an offer that takes place at an off-site location.

Question 4

When the opposing party has substantial power, the yielding style may be appropriate, but it can also produce more conflict in the long run.

Accepted Answer

A) True 
 B)False

Question 5

Conflict can help organizations become more responsive to their external environments.

Accepted Answer

A) True 
 B)False

Question 6

One benefit of conflict occurs when team members experience conflict with external sources. This is because

Accepted Answer

A)  employees generally have an "us against them" mentality. 
B)  conflict with external sources is always task based. 
C)  external sources are more willing to logically debate the issue. 
D)  people tend to be motivated to work together when faced with outside threats. 
E)  external stakeholders do not trust internal team members. 
A)  employees generally have an "us against them" mentality. 
B)  conflict with external sources is always task based. 
C)  external sources are more willing to logically debate the issue. 
D)  people tend to be motivated to work together when faced with outside threats. 
E)  external stakeholders do not trust internal team members.

Question 7

Which of the following is a negative consequence of conflict?

Accepted Answer

A)  more responsive to changing environment 
B)  stronger team cohesion 
C)  questioning of assumptions 
D)  increased organizational politics 
E)  better decision making 
A)  more responsive to changing environment 
B)  stronger team cohesion 
C)  questioning of assumptions 
D)  increased organizational politics 
E)  better decision making

Question 8

Organizations have a better chance to reduce differentiation among employees when the employees

Accepted Answer

A)  are from different departments. 
B)  have large status differences. 
C)  have different cultural values. 
D)  don't risk losing status in the process. 
E)  are not involved in the process. 
A)  are from different departments. 
B)  have large status differences. 
C)  have different cultural values. 
D)  don't risk losing status in the process. 
E)  are not involved in the process.

Question 9

The conflict process is essentially a series of ________ that may or may not escalate.

Accepted Answer

A)  conflict opportunities 
B)  aggressive behaviors 
C)  conflict episodes 
D)  conflict manifestations 
E)  misunderstandings 
A)  conflict opportunities 
B)  aggressive behaviors 
C)  conflict episodes 
D)  conflict manifestations 
E)  misunderstandings

Question 10

Any mechanism that loosens the coupling between two or more people or work units is called a(n)

Accepted Answer

A)  mediation. 
B)  integration. 
C)  buffer. 
D)  moderator. 
E)  arbitration. 
A)  mediation. 
B)  integration. 
C)  buffer. 
D)  moderator. 
E)  arbitration.

Question 11

It is common practice at Acme Inc. to rotate employees among different departments throughout their career. This practice can reduce

Accepted Answer

A)  communication. 
B)  differentiation. 
C)  superordinate goals. 
D)  buffers. 
E)  arbitration. 
A)  communication. 
B)  differentiation. 
C)  superordinate goals. 
D)  buffers. 
E)  arbitration.

Question 12

________ behaviors may give the other side unrealistically high expectations, thereby motivating them to seek more from you in the future.

Accepted Answer

A)  Problem-solving 
B)  Avoidance 
C)  Forcing 
D)  Yielding 
E)  Compromising 
A)  Problem-solving 
B)  Avoidance 
C)  Forcing 
D)  Yielding 
E)  Compromising

Question 13

When team norms encourage ________, team members learn to appreciate honest dialogue without personally reacting to any emotional display during the disagreements.

Accepted Answer

A)  conscientiousness 
B)  introversion 
C)  neuroticism 
D)  psychological safety 
E)  agreeableness 
A)  conscientiousness 
B)  introversion 
C)  neuroticism 
D)  psychological safety 
E)  agreeableness

Question 14

Gerald works at the bread factory. He is responsible for taking the dough and putting it through the processor, which cuts the dough into loaf size balls. Tonight, the dough makers are being really slow and do not seem concerned about the rest of the process. This scenario is at risk for conflict due to

Accepted Answer

A)  interdependence. 
B)  goal incompatibility. 
C)  scarce resources. 
D)  ambiguous rules. 
E)  communication problems. 
A)  interdependence. 
B)  goal incompatibility. 
C)  scarce resources. 
D)  ambiguous rules. 
E)  communication problems.

Question 15

The problem-solving conflict-handling style has high assertiveness and low cooperativeness.

Accepted Answer

A) True 
 B)False

Question 16

Conflicts can lead to better decision making when

Accepted Answer

A)  the logic of arguments is not questioned. 
B)  assumptions are taken as fact. 
C)  creative thinking is discouraged. 
D)  it is relationship based. 
E)  employees disagree constructively. 
A)  the logic of arguments is not questioned. 
B)  assumptions are taken as fact. 
C)  creative thinking is discouraged. 
D)  it is relationship based. 
E)  employees disagree constructively.

With the exception of forcing, gender differences in conflict-handling style are

The distributive approach to negotiations is a win-lose approach.

What is an exploding offer?

When the opposing party has substantial power, the yielding style may be appropriate, but it can also produce more conflict in the long run.

Conflict can help organizations become more responsive to their external environments.

One benefit of conflict occurs when team members experience conflict with external sources. This is because

Which of the following is a negative consequence of conflict?

Organizations have a better chance to reduce differentiation among employees when the employees

The conflict process is essentially a series of ________ that may or may not escalate.

Any mechanism that loosens the coupling between two or more people or work units is called a(n)

It is common practice at Acme Inc. to rotate employees among different departments throughout their career. This practice can reduce

________ behaviors may give the other side unrealistically high expectations, thereby motivating them to seek more from you in the future.

When team norms encourage ________, team members learn to appreciate honest dialogue without personally reacting to any emotional display during the disagreements.

The problem-solving conflict-handling style has high assertiveness and low cooperativeness.

Conflicts can lead to better decision making when

Introduction to the Field of Organizational Behavior

Individual Differences: Personality and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

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Exam 11: Conflict and Negotiation in the Workplace

With the exception of forcing, gender differences in conflict-handling style are

The distributive approach to negotiations is a win-lose approach.

What is an exploding offer?

When the opposing party has substantial power, the yielding style may be appropriate, but it can also produce more conflict in the long run.

Conflict can help organizations become more responsive to their external environments.

One benefit of conflict occurs when team members experience conflict with external sources. This is because

Which of the following is a negative consequence of conflict?

Organizations have a better chance to reduce differentiation among employees when the employees

The conflict process is essentially a series of ________ that may or may not escalate.

Any mechanism that loosens the coupling between two or more people or work units is called a(n)

It is common practice at Acme Inc. to rotate employees among different departments throughout their career. This practice can reduce

________ behaviors may give the other side unrealistically high expectations, thereby motivating them to seek more from you in the future.

When team norms encourage ________, team members learn to appreciate honest dialogue without personally reacting to any emotional display during the disagreements.

The problem-solving conflict-handling style has high assertiveness and low cooperativeness.

Conflicts can lead to better decision making when

Introduction to the Field of Organizational Behavior

Individual Differences: Personality and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and Organizations

Power and Influence in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters