Question 1

Third-party interventions are defined in terms of their:

Accepted Answer

A)  arbitrariness and firmness. 
B)  level of process control and level of decision control. 
C)  assertiveness and cooperativeness. 
D)  differentiation and interdependence 
E)  consequences for the organization. 
A)  arbitrariness and firmness. 
B)  level of process control and level of decision control. 
C)  assertiveness and cooperativeness. 
D)  differentiation and interdependence 
E)  consequences for the organization.

Question 2

Canuck Airlines International (CAI)is the result of five airlines that merged over six years.These airlines had energetic leaders who established distinct operating procedures and demanded absolute loyalty from their employees.When the airlines merged into CAI,employees continued their allegiance to their former airline by identifying themselves with its colour-blue for Pacific Airlines,orange for Northern Air,green for EastAir,and so on.Coffee break groups began to form around colour codes rather than work groups.Employees who transferred to different work units were routinely asked what colour they came from.In some areas,colour heritage decided a promotion,explained a botch-up,or was offered as a reason why things couldn't change.Discuss this incident in terms of the sources and consequences of conflict in organizational settings.

Accepted Answer

This question is a condensed description

Question 3

Although constructive conflict can degenerate into relationship conflict,it is easy to prevent this from happening.

Accepted Answer

A) True 
 B)False

Question 4

Organizational behaviour research is discovering that it is difficult to separate constructive conflict from relationship conflict.However,it is possible to minimize relationship conflict during constructive conflict episodes.Describe two strategies that would help a team of employees to reduce the level of relationship conflict while the team is engaging in constructive conflict.Your answer should also briefly explain why each strategy may be effective.

Accepted Answer

The textbook describes three strategies.

Question 5

Negotiators tend to avoid "hardline" behaviours when they know an audience is watching them.

Accepted Answer

A) True 
 B)False

Question 6

Integrators reduce conflicts by reducing the frequency of direct interaction among work units with diverse goals and perspectives.

Accepted Answer

A) True 
 B)False

Question 7

Reducing conflict by reducing differentiation should occur only after communication and understanding have improved.

Accepted Answer

A) True 
 B)False

Question 8

Two employees with incompatible goals are less likely to experience conflict.

Accepted Answer

A) True 
 B)False

Question 9

People from high collectivism cultures tend to apply a forcing style of conflict with colleagues more than do people from low collectivism cultures.

Accepted Answer

A) True 
 B)False

Question 10

According to some writers,women tend to adopt the _____________ style,whereas men are more likely to use the _____________ style.

Accepted Answer

A)  forcing; collaborative 
B)  avoiding; compromising 
C)  yielding; forcing 
D)  compromising; forcing 
E)  yielding; avoiding 
A)  forcing; collaborative 
B)  avoiding; compromising 
C)  yielding; forcing 
D)  compromising; forcing 
E)  yielding; avoiding

Question 11

The process in which one party perceives that its interests are being opposed or negatively affected by another party is called:

Accepted Answer

A)  politics 
B)  conflict 
C)  negotiation 
D)  dialogue 
E)  negative delusion 
A)  politics 
B)  conflict 
C)  negotiation 
D)  dialogue 
E)  negative delusion

Question 12

Poor communication skills partly explain why conflict occurs in the workplace.

Accepted Answer

A) True 
 B)False

Question 13

In the conflict process,what immediately precedes conflict outcomes?

Accepted Answer

A)  Manifest conflict 
B)  Conflict emotions 
C)  Sources of conflict 
D)  Conflict perceptions 
E)  Both conflict emotions and perceptions immediately precede conflict outcomes 
A)  Manifest conflict 
B)  Conflict emotions 
C)  Sources of conflict 
D)  Conflict perceptions 
E)  Both conflict emotions and perceptions immediately precede conflict outcomes

Question 14

Most of us experience some degree of relationship conflict whenever we are engaged in constructive debate.

Accepted Answer

A) True 
 B)False

Question 15

Gender has a weak influence on conflict management style.

Accepted Answer

A) True 
 B)False

Question 16

Constructive conflict is more likely to escalate into relationship conflict among employees in highly cohesive teams

Accepted Answer

A) True 
 B)False

Question 17

If the parties cannot resolve their differences through direct dialogue and negotiation,the process that seems to work best is to:

Accepted Answer

A)  go to court seeking damages. 
B)  arbitrate the dispute. 
C)  involve a mediator. 
D)  rely on inquisition. 
E)  try to bury the problem. 
A)  go to court seeking damages. 
B)  arbitrate the dispute. 
C)  involve a mediator. 
D)  rely on inquisition. 
E)  try to bury the problem.

Question 18

Constructive conflict helps people to recognize problems,identify a variety of solutions and better understand the issues involved.

Accepted Answer

A) True 
 B)False

Question 19

Some team norms encourage tactics that diffuse relationship conflict when it first appears.

Accepted Answer

A) True 
 B)False

Question 20

Conflict is more likely to occur between two departments with pooled interdependence than reciprocal interdependence.

Accepted Answer

A) True 
 B)False

Third-party interventions are defined in terms of their:

Although constructive conflict can degenerate into relationship conflict,it is easy to prevent this from happening.

Negotiators tend to avoid "hardline" behaviours when they know an audience is watching them.

Integrators reduce conflicts by reducing the frequency of direct interaction among work units with diverse goals and perspectives.

Reducing conflict by reducing differentiation should occur only after communication and understanding have improved.

Two employees with incompatible goals are less likely to experience conflict.

People from high collectivism cultures tend to apply a forcing style of conflict with colleagues more than do people from low collectivism cultures.

According to some writers,women tend to adopt the _ style,whereas men are more likely to use the _ style.

The process in which one party perceives that its interests are being opposed or negatively affected by another party is called:

Poor communication skills partly explain why conflict occurs in the workplace.

In the conflict process,what immediately precedes conflict outcomes?

Most of us experience some degree of relationship conflict whenever we are engaged in constructive debate.

Gender has a weak influence on conflict management style.

Constructive conflict is more likely to escalate into relationship conflict among employees in highly cohesive teams

If the parties cannot resolve their differences through direct dialogue and negotiation,the process that seems to work best is to:

Constructive conflict helps people to recognize problems,identify a variety of solutions and better understand the issues involved.

Some team norms encourage tactics that diffuse relationship conflict when it first appears.

Conflict is more likely to occur between two departments with pooled interdependence than reciprocal interdependence.

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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 Additional Cases

Filters

Exam 11: Understanding and Managing Workplace Conflict

Third-party interventions are defined in terms of their:

Although constructive conflict can degenerate into relationship conflict,it is easy to prevent this from happening.

Negotiators tend to avoid "hardline" behaviours when they know an audience is watching them.

Integrators reduce conflicts by reducing the frequency of direct interaction among work units with diverse goals and perspectives.

Reducing conflict by reducing differentiation should occur only after communication and understanding have improved.

Two employees with incompatible goals are less likely to experience conflict.

People from high collectivism cultures tend to apply a forcing style of conflict with colleagues more than do people from low collectivism cultures.

According to some writers,women tend to adopt the _____________ style,whereas men are more likely to use the _____________ style.

The process in which one party perceives that its interests are being opposed or negatively affected by another party is called:

Poor communication skills partly explain why conflict occurs in the workplace.

In the conflict process,what immediately precedes conflict outcomes?

Most of us experience some degree of relationship conflict whenever we are engaged in constructive debate.

Gender has a weak influence on conflict management style.

Constructive conflict is more likely to escalate into relationship conflict among employees in highly cohesive teams

If the parties cannot resolve their differences through direct dialogue and negotiation,the process that seems to work best is to:

Constructive conflict helps people to recognize problems,identify a variety of solutions and better understand the issues involved.

Some team norms encourage tactics that diffuse relationship conflict when it first appears.

Conflict is more likely to occur between two departments with pooled interdependence than reciprocal interdependence.

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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 Additional Cases

Filters

According to some writers,women tend to adopt the _ style,whereas men are more likely to use the _ style.