Deck 13: Managing Conflict and Negotiating Effectively

Question 1

All types of conflict can be avoided.

Answer 1

False

Question 2

Conflict management refers solely to negotiation strategies that are designed to avoid unnecessary conflict and reduce or resolve excessive conflict.

Answer 2

False

Question 3

Bryan is offered two similar high paying job (which he desires).Bryan probably is experiencing avoidance-avoidance conflict.

Answer 3

False

Question 4

Conflict refers to a process in which one party perceives that its interests are being supported or positively affected by another party.

Question 5

A role is the set of interconnected tasks and behaviors that others expect a person to perform.

Question 6

Intragroup conflict refers to disputes among some or all of a groups members,which often affects a group's dynamic or effectiveness.

Question 7

The role sender will have expectations of how a focal person should behave.

Question 8

There may be five primary levels of conflict present in organizations: interpersonal,intrapersonal,intragroup,intergroup and internal.

Question 9

A role is a set of interconnected tasks and behaviors that others expect a person to perform.

Question 10

Role conflict occurs when a focal person is pressured by role senders in ways that are incompatable with the focal person's preferences.

Question 11

A role set is a group of tasks a person is expected to perform related to their particular position in a group.

Question 12

Kelsey is offered a high paying job (which she desires),but will be required to travel for six months out of every year (which she does not desire).Kelsey is probably experiencing avoidance-avoidance conflict.

Question 13

Generally,levels of conflict are independent of one another.

Question 14

Intergroup conflict involves disagreement between groups.

Question 15

In Learning from Experience: "Cathy McBroom verses Federal Judge Samuel Kent," McBroom quit her job as a result of sexual harassment charges.

Question 16

Intragroup conflict occurs when two or more individuals perceive that their attitudes,behaviors,or preferred goals are in opposition.

Question 17

Conflict management refers to the diagnostic processes,interpersonal styles,and negotiation strategies that are designed to avoid unnecessary conflict and reduce or resolve excessive conflict.

Question 18

Four types of role conflict may occur as a result of incompatible messages and pressures from the role set: intrasender role conflict,intersender role conflict,interrole conflict,and person-role conflict.

Question 19

In Learning from Experience: "Cathy McBroom verses Federal Judge Samuel Kent," McBroom was advised by a female superior to report an incidence of sexual harassment to the police.

Question 20

Perceived limited resources,task interdependency,perceived differentiation and perceived goal incompatibility are all sources of interpersonal conflict.

Question 21

The model of interpersonal conflict handling styles identifies the various ways in which individuals attempt to manage conflict by their locations on two dimensions: concern for self and concern for others.

Question 22

In the Teams Competency: "IBM's Cross-Team Workouts," the workout sessions are designed to make conflict resolution more transparent.

Question 23

Although you may have a natural tendency toward one or two of the conflict handling styles,it may be beneficial to use all of them as the context and people involved change.

Question 24

Role ambiguity is the uncertainty and lack of clarity surrounding expectations about a single role.

Question 25

The majority of family-run businesses remain in the family for at least two generations.

Question 26

In the model of interpersonal conflict handling styles,the desire to satisfy the concerns of others depends on the extent to which a person is likely to become violent.

Question 27

Avoidance-avoidance conflict occurs when a person must chose between two or more options which will have negative outcomes.

Question 28

A person with the forcing conflict-management style might says something like,"I usually hold onto my solution to a problem after the controversy starts."

Question 29

Margaret,a synthetic chemist,has been asked to perform a chemical reaction through a higher yielding pathway and at lower cost than her current method affords .Margaret is apparently experiencing intrasender role conflict.

Question 30

Interrole conflict occurs when roles are incompatable with a person,s values and attitude.

Question 31

In family businesses,siblings can have volatile and complex family relationships.

Question 32

In the Teams Competency: "IBM's Cross-Team Workouts," the workout sessions have not affected the efficiency with which conflicts are resolved.

Question 33

The relationships among the family members who own the business and bear responsibility for keeping it alive is the biggest obstacle to succession between the generations in a family business.

Question 34

A person with the accommodation conflict-management style might says something like,"I convince the other person of the logic and benefits of my position."

Question 35

When a focal person perceives incompatible messages and pressures from role senders,role conflict occurs.This is a type of interpersonal conflict.

Question 36

Opposition,disagreements,and disputes between units and teams is referred to as interpersonal conflict.

Question 37

The four categories of role conflicts in organizations are intrasender conflict,intersender conflict,interrole conflict,and person-role conflict.

Question 38

The five role conflict handling styles represent different combinations of assertiveness and cooperativeness.

Question 39

A person with the forcing conflict-management style might says something like,"That's okay.It wasn't important anyway.Let's leave well enough alone."

Question 40

Stacy,a veterinary assistant,was very uncomfortable when asked to administer expired vaccinations to animals by the supervising vet.Not only would this behavior violate her personal values,but it would also violate the ethical standards of the profession to which she belongs.Maura is apparently experiencing both person-role and interrole conflict.

Question 41

In the Self Competency,"Reflections on Conflict Avoiding Managers," Lowrie Beacham was well known by his employees for his assertive style of management.

Question 42

People using the avoiding style of conflict usually don't take positions that create controversy.

Question 43

The compromising style of conflict handling refers to behaviors at an intermediate level of cooperation and assertiveness.

Question 44

In the Self Competency,"Reflections on Conflict Avoiding Managers," Lowrie Beacham learned that the avoiding style of conflict management is best for long term cohesion in a group of employees.

Question 45

The forcing style of conflict handling is appropriate when the person is concerned with self-protection or stopping others from taking advantage of him or her.

Question 46

Forcing tends to be characteristic of (1)more successful rather than less successful individuals and (2)high-performing rather than medium- or low-performing organizations.

Question 47

The compromising style shouldn't be used early in the conflict resolution process because it may lead to premature compromise on the stated (rather than real)issues,and thereby prevent the exploration of alternatives that could yield a more successful outcome.

Question 48

Consistent use of the collaborating style of conflict handling usually results in unfavorable evaluations by others.

Question 49

The accommodating style refers to cooperative and unassertive behaviors;individuals using this style may be perceived as weak and submissive.

Question 50

A person with the accommodating conflict-management style might says something like,"I like to suggest new solutions and build on a variety of viewpoints that may have been expressed."

Question 51

The avoiding style of conflict handling refers to unassertive and uncooperative behaviors.

Question 52

Rebekah wants to develop a reputation for being a strong problem-solving member of her team while maintaining good relations with members.She should probably rely heavily on the forcing style of conflict handling.

Question 53

The accommodating style of conflict handling is commonly used and widely accepted as a means of resolving conflict.

Question 54

Research on the use of different interpersonal conflict-handling styles indicate that forcing and avoiding are the most effective and well liked methods by others.

Question 55

A person with the accommodating conflict-management style might says something like,"I like to smooth over disagreements by making them appear less important."

Question 56

The collaborating style of conflict handling refers to a high level of cooperative and assertive behaviors.

Question 57

It would probably be appropriate for the leader of a cross-functional problem-solving team to use the forcing style of conflict handling if the team is comprised of individuals with a high level of interpersonal skills,who share a commitment to resolving the problem that they are facing.

Question 58

The compromising style is probably the best approach to conflict management when conflicting goals or opposing interests block agreement on one person's proposal.

Question 59

When used as an individual's dominant style,the accommodating style of conflict handling is usually not effective.

Question 60

Individuals who use the collaborating style of conflict handling often are seen as dynamic and evaluated favorably by others.

Question 61

The stages of negotiation include assessing the situation,establishing the process,negotiating the agreement,and implementing the agreement.

Question 62

The forth stage of negotiating is negotiating the substantantive agreement.

Question 63

Integrative negotiations are characterized by traditional win-lose,fixed-amount situations,where one party's gain is the other party's loss.

Question 64

The win-lose negotiation strategy of "time warp" often involves the offer being valid only for a limited time.

Question 65

Integrative negotiations between management and labor are most visible when labor unions go on strike.

Question 66

Distributive negotiations tend to be dominated by the compromise and forcing conflict-handling styles.

Question 67

The win-lose negotiation strategy of "I want it all" often involves making small concessions grudgingly.

Question 68

Negotiation is defined as a process in which a third party helps two or more other parties resolve one or more conflicts.

Question 69

The win-lose negotiation strategy of "I want it all" often involves making a moderate and compromising first offer.

Question 70

In the fourth stage of negotiation,the question "Does the agreement spell out the responsibilities of the parties in the implementation of the agreement?" is appropriate.

Question 71

In the first stage of negotiation,the question "Have you agreed on the scope of the issues?" is appropriate.

Question 72

In the third stage of negotiation,the question "Are you entering negotiations committed to your interests,not your positions?" is appropriate.

Question 73

In the first stage of negotiation,BATNA stands for Best Alternative To a Negative Assessment.

Question 74

In the second stage of negotiation,the question "Do you understand how the agreement will be approved and ratified?" is appropriate.

Question 75

In the first stage of negotiation,the question "Are you clear on your interests and priority issues?" is appropriate.

Question 76

The second stage to negotiating is establishing and agreeing on a process by which the negotiations will proceed.

Question 77

The win-lose negotiation strategy of "ultimatums" often involves irrational behavior followed by reasonable,sympathetic behavior.

Question 78

In the third stage of negotiation,the question,"Are you building a relationship that will support the agreement?" is appropriate.

Question 79

In the second stage of negotiation,the question "Are you building a relationship that will support the agreement?" is appropriate.

Question 80

Integrative negotiations involve joint problem solving to achieve results that benefit both parties.