Question 1

Conflict is ultimately based on:

Accepted Answer

A)  perceptions of people. 
B)  actual intentions. 
C)  organizational structure. 
D)  technical competence. 
E)  skills and abilities of individuals. 
A)  perceptions of people. 
B)  actual intentions. 
C)  organizational structure. 
D)  technical competence. 
E)  skills and abilities of individuals. A

Question 2

Relationship conflict is apparent when the conflict is explained in terms of differences of opinion regarding tasks or decisions.

Accepted Answer

A) True 
 B)False  False

Question 3

Increasing inventories between sequential work units tends to reduce potential conflict by:

Accepted Answer

A)  reducing resource scarcity. 
B)  reducing differentiation. 
C)  increasing the required level of communication between employees in sequential units. 
D)  reducing ambiguity in resource allocation. 
E)  reducing task interdependence. 
A)  reducing resource scarcity. 
B)  reducing differentiation. 
C)  increasing the required level of communication between employees in sequential units. 
D)  reducing ambiguity in resource allocation. 
E)  reducing task interdependence. E

Question 4

Constructive conflict tests the logic of arguments and encourages participants to reexamine their basic assumptions.

Accepted Answer

A) True 
 B)False

Question 5

Negotiators tend to avoid "hard-line" behaviors when they know an audience is watching them.

Accepted Answer

A) True 
 B)False

Question 6

Forcing style of conflict management presents the highest risk of relationship conflict and it should never be used to manage conflicts in organizations.

Accepted Answer

A) True 
 B)False

Question 7

Relationship conflict focuses on the other party as the source of conflict.

Accepted Answer

A) True 
 B)False

Question 8

Explain the optimal conflict perspective.

Accepted Answer

Optimal conflict perspective states that

Question 9

The modern perspective on conflict is that an optimal level exists which is beneficial to the organization.

Accepted Answer

A) True 
 B)False

Question 10

Conflicts escalate into relationship conflict among employees in highly cohesive teams.

Accepted Answer

A) True 
 B)False

Question 11

Increasing resources and creating more precise rules for the allocation of those resources represent two ways to increase conflict.

Accepted Answer

A) True 
 B)False

Question 12

Inquisitors control all discussion about the conflict and they choose the form of conflict resolution.

Accepted Answer

A) True 
 B)False

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)  openness 
E)  agreeableness 
A)  conscientiousness 
B)  introversion 
C)  neuroticism 
D)  openness 
E)  agreeableness

Question 14

The problem-solving interpersonal style of conflict has:

Accepted Answer

A)  high assertiveness and low cooperativeness. 
B)  high assertiveness and high cooperativeness. 
C)  low assertiveness and high cooperativeness. 
D)  low assertiveness and low cooperativeness. 
E)  medium assertiveness and medium cooperativeness. 
A)  high assertiveness and low cooperativeness. 
B)  high assertiveness and high cooperativeness. 
C)  low assertiveness and high cooperativeness. 
D)  low assertiveness and low cooperativeness. 
E)  medium assertiveness and medium cooperativeness.

Question 15

Briefly explain the conflict process model.

Accepted Answer

The conflict process model begins with t

Question 16

Negotiators who make the first offer have the advantage of creating a position around which subsequent negotiations are anchored.

Accepted Answer

A) True 
 B)False

Question 17

The yielding conflict management style should be used if:

Accepted Answer

A)  the parties have equal power. 
B)  the issue is much less important to you than to the other party. 
C)  the other party has much less power than you do. 
D)  the issue is important to both parties. 
E)  you have a deep conviction about your position. 
A)  the parties have equal power. 
B)  the issue is much less important to you than to the other party. 
C)  the other party has much less power than you do. 
D)  the issue is important to both parties. 
E)  you have a deep conviction about your position.

Question 18

Third-party dispute resolution activities are classified 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 19

According to the literature on organizational conflict,constructive conflict:

Accepted Answer

A)  is a positive application of conflict in organizations. 
B)  is one of the most common outcomes of organizational conflict. 
C)  is the only conflict management style that has high assertiveness and low cooperativeness. 
D)  is the main source of conflict in organizations. 
E)  should not be used as a conflict management strategy in organizations. 
A)  is a positive application of conflict in organizations. 
B)  is one of the most common outcomes of organizational conflict. 
C)  is the only conflict management style that has high assertiveness and low cooperativeness. 
D)  is the main source of conflict in organizations. 
E)  should not be used as a conflict management strategy in organizations.

Question 20

Employees in engineering and marketing often disagree with each other in how to achieve a target mainly because they have unique backgrounds,experiences,and training.The most apparent source of conflict here is:

Accepted Answer

A)  task interdependence. 
B)  differentiation. 
C)  goal incompatibility. 
D)  scarce resources. 
E)  ambiguity. 
A)  task interdependence. 
B)  differentiation. 
C)  goal incompatibility. 
D)  scarce resources. 
E)  ambiguity.

Conflict is ultimately based on:

Relationship conflict is apparent when the conflict is explained in terms of differences of opinion regarding tasks or decisions.

Increasing inventories between sequential work units tends to reduce potential conflict by:

Constructive conflict tests the logic of arguments and encourages participants to reexamine their basic assumptions.

Negotiators tend to avoid "hard-line" behaviors when they know an audience is watching them.

Forcing style of conflict management presents the highest risk of relationship conflict and it should never be used to manage conflicts in organizations.

Relationship conflict focuses on the other party as the source of conflict.

Explain the optimal conflict perspective.

The modern perspective on conflict is that an optimal level exists which is beneficial to the organization.

Conflicts escalate into relationship conflict among employees in highly cohesive teams.

Increasing resources and creating more precise rules for the allocation of those resources represent two ways to increase conflict.

Inquisitors control all discussion about the conflict and they choose the form of conflict resolution.

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

The problem-solving interpersonal style of conflict has:

Briefly explain the conflict process model.

Negotiators who make the first offer have the advantage of creating a position around which subsequent negotiations are anchored.

The yielding conflict management style should be used if:

Third-party dispute resolution activities are classified in terms of their:

According to the literature on organizational conflict,constructive conflict:

Employees in engineering and marketing often disagree with each other in how to achieve a target mainly because they have unique backgrounds,experiences,and training.The most apparent source of conflict here is:

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Foundations of Employee Motivation

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

Conflict is ultimately based on:

Relationship conflict is apparent when the conflict is explained in terms of differences of opinion regarding tasks or decisions.

Increasing inventories between sequential work units tends to reduce potential conflict by:

Constructive conflict tests the logic of arguments and encourages participants to reexamine their basic assumptions.

Negotiators tend to avoid "hard-line" behaviors when they know an audience is watching them.

Forcing style of conflict management presents the highest risk of relationship conflict and it should never be used to manage conflicts in organizations.

Relationship conflict focuses on the other party as the source of conflict.

Explain the optimal conflict perspective.

The modern perspective on conflict is that an optimal level exists which is beneficial to the organization.

Conflicts escalate into relationship conflict among employees in highly cohesive teams.

Increasing resources and creating more precise rules for the allocation of those resources represent two ways to increase conflict.

Inquisitors control all discussion about the conflict and they choose the form of conflict resolution.

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

The problem-solving interpersonal style of conflict has:

Briefly explain the conflict process model.

Negotiators who make the first offer have the advantage of creating a position around which subsequent negotiations are anchored.

The yielding conflict management style should be used if:

Third-party dispute resolution activities are classified in terms of their:

According to the literature on organizational conflict,constructive conflict:

Employees in engineering and marketing often disagree with each other in how to achieve a target mainly because they have unique backgrounds,experiences,and training.The most apparent source of conflict here is:

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Foundations of Employee Motivation

Foundations of Employee Motivation

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