Deck 14: Conflict, Politics, Discipline, and Negotiation

Question 1

Assuming it is crucial for a supervisor to resolve a conflict as quickly as possible,the order of preference should be:

A)force,accommodate,and compromise.
B)accommodate,collaborate,and avoid.
C)console,compromise,and listen.
D)extend,collaborate,and demand.
E)collaborate,reward,and appraise.

Answer 1

A

Question 2

A person who purposely presents arguments that run counter to those proposed by the majority or against current practices is performing the role of a:

A)decision maker.
B)figurehead.
C)spokesperson.
D)devil's advocate.
E)liaison.

Answer 2

D

Question 3

Discipline generally follows a typical sequence of four steps that include the following EXCEPT:

A)verbal warning.
B)written warning.
C)suspension.
D)secret probation.
E)dismissal.

Answer 3

D

Question 4

Actions taken by a supervisor to enforce the organization's standards and regulations is referred to by the general term:

A)discipline.
B)enforcement.
C)regulation.
D)assertion.
E)standardization.

Question 5

The existence of conflict has a positive side which can stimulate the following EXCEPT FOR:

A)innovation.
B)complacency.
C)change.
D)creativity.

Question 6

Collaboration is a resolution technique that characterizes the ultimate:

A)disillusion of the group.
B)creation of conflict.
C)win-win solution.
D)win-lose solution.
E)disdain of employees within the group.

Question 7

A type of conflict resolution a supervisor would use to satisfy his/her own needs at the expense of the other party by using his/her formal authority is:

A)compromise.
B)avoidance.
C)collaboration.
D)accommodation.
E)force.

Question 8

The creation of horizontal (departments)and vertical levels (organizational hierarchy)brings about efficiencies through specialization and coordination,but at the same time produces:

A)ambiguous job standards.
B)the opportunity to resolve personal conflicts.
C)unity of command and job standards.
D)the potential for structural conflict.
E)stress,burnout,and emotional disorders.

Question 9

A conflict resolution approach that requires each party to give up something of value is a(n):

A)joint venture.
B)compromise.
C)forcing technique.
D)avoidance strategy.
E)collaborative experience.

Question 10

Every supervisor has a basic resolution approach that reflects his/her:

A)job specialization.
B)family.
C)disposition.
D)manifest destiny.
E)personality.

Question 11

The process in which one party consciously interferes in the goal-achievement efforts of another party is:

A)corporate policy.
B)re-engineering.
C)conflict.
D)job specialization.
E)discipline.

Question 12

A stimulation technique that induces conflict by using rumors and ambiguous messages in a department is:

A)leadership.
B)organizing.
C)communication.
D)cultural diversity.
E)unity of command.

Question 13

To be effective,a supervisor should adjust his/her actions according to the:

A)philosophy of the labor union.
B)political nature of the organization.
C)physical environment of the group.
D)by-laws of the organization.
E)religious affiliations of the group.

Question 14

Conflict is a natural phenomenon of organizational life.The following are reasons why it can not be completely eliminated EXCEPT FOR:

A)heterogeneous employees create a perfect environment.
B)organizational members have different goals.
C)people in organizations don't all see things alike.
D)resources are scarce and people are willing to fight over them.

Question 15

The following are basic approaches or techniques a supervisor could use to resolve conflicts in his/her department EXCEPT FOR:

A)force.
B)accommodation.
C)collaboration.
D)compromise.
E)unavoidance.

Question 16

It is important for a supervisor's survival to adopt a conflict-management style that is compatible with the:

A)competition.
B)job specification.
C)division of labor.
D)organization.
E)unity of command.

Question 17

Conflicts have causes that are separated into three general categories which are:

A)policy,procedures,and rules.
B)communication differences,structural differentiation,personal differences.
C)grievance,mediation,and the arbitration process.
D)mission,purpose,and objective standards.
E)strategic,tactical,and operational planning.

Question 18

The best resolution technique for managing a conflict that is trivial,when emotions are running high,and where time can help cool things down is:

A)avoidance.
B)compromise.
C)force.
D)collaboration.
E)accommodation.

Question 19

Differences that encompass those conflicts arising from misunderstandings and different meanings attached to words are:

A)personal differences.
B)cultural harmony.
C)structural differences.
D)evaluation differences.
E)communication differences.

Question 20

The actions you take to influence or attempt to influence the distribution of advantages and disadvantages within your organization is:

A)politicking.
B)unity of command.
C)cohesiveness.
D)bureaucracy.
E)manipulation.

Question 21

A supervisor's goal should be to have enough conflict in your department to keep the unit responsive and innovative,but not so much as to hinder departmental performance.

Question 22

The following are questions that should be answered by a supervisor to help differentiate ethical from unethical politicking in the organization EXCEPT FOR:

A)whether the political activity conforms to standards of equity and justice.
B)your political affiliation is consistent with your financial contribution.
C)the rights of other parties.
D)self-interest versus organizational goals.

Question 23

Defining what is "reasonable in relation to the offense" is one of the most challenging aspects of the discipline process.

Question 24

Because power varies among individuals,a supervisor will need to determine which individuals or groups will be powerful in a given situation.

Question 25

Which resolution technique goal might appear to be a "cop-out?"

A)Avoidance
B)Compromise
C)Collaboration
D)Forcing
E)Accommodation

Question 26

Organizations are made up of individuals and groups with different values,goals,and interests. This sets up the potential for conflict over:

A)resources.
B)global warming.
C)acid rain.
D)government regulations.
E)industry standards.

Question 27

Sometimes compromise is the best conflict resolution technique,just withdrawing from the conflict or ignoring its existence.

Question 28

Proper documentation of all disciplinary action is the best protection against employees who claim,"I never knew there was any problem," or "I was treated unfairly."

Question 29

The political nature of organizations can be acknowledged in the statement "Do not use conflict-stimulation techniques,even if they improve your department's performance,if your organization's senior management views all conflicts as bad."

Question 30

A problem associated with an employee's lack of desire to do the job,not with his or her abilities,becomes a discipline problem and may be classified into all of the following categories EXCEPT:

A)battery.
B)attendance.
C)on-the-job behaviors.
D)dishonesty.
E)outside activities.

Question 31

The type of bargaining process that operates from a zero-sum condition is:

A)collective bargaining.
B)target-point negotiation.
C)integrative bargaining.
D)distributive bargaining.
E)coalition negotiation.

Question 32

A devil's advocate is a person who purposely presents arguments that run parallel to those proposed by the majority.

Question 33

Poor communication is the source for all conflicts.

Question 34

What resolution technique goal is to maintain harmonious relationships by placing another's needs and concerns above your own?

A)Collaboration
B)Compromise
C)Forcing
D)Avoidance
E)Accommodation

Question 35

What conflict arises from misunderstanding and different meanings attached to words?

A)Structural differentiation
B)Personal differences
C)Communication differences
D)Distributive bargaining

Question 36

If organizations were completely devoid of conflict,they would become apathetic,stagnant,and unresponsive to change.

Question 37

Action that begins with a verbal warning,and then proceeds through written reprimands,suspension,and finally,in the most serious cases,dismissal:

A)inevitable consequences.
B)justifiable termination.
C)progressive discipline.
D)logical punishment.
E)discordant justification.

Question 38

The process in which two or more parties who have different preferences must make a joint decision and come to an agreement is:

A)negotiation.
B)cultural diversity.
C)conflict resolution.
D)resource allocation.
E)cultural norming.

Question 39

When you are engaged in distributive bargaining,your tactics should focus on trying to get your opponent to agree to your specific target point or to get as close to it as possible.

Question 40

Documentary written evidence of an employee's activities that tells what has transpired over a given period of time is referred to as a(n):

A)document path.
B)narrative description.
C)activity script.
D)activity log.
E)paper trail
TRUE/FALSE.Write 'T' if the statement is true and 'F' if the statement is false.