| 1 | The process in which one party perceives that its interests are being opposed or negatively affected by another party is called: |
|||
| A) |
mediation. | |||
| B) |
arbitration. | |||
| C) |
conflict. | |||
| D) |
negotiation. | |||
| E) |
task interdependence. | |||
| 2 | What is it called when people debate their different opinions about an issue in a way that keeps the conflict focused on the task rather than the people? |
|||
| A) |
Manifest conflict | |||
| B) |
Conflict escalation | |||
| C) |
Socioemotional conflict | |||
| D) |
Constructive conflict | |||
| E) |
None of the above | |||
| 3 | Interventions that alter the level and form of conflict in ways that maximize its benefits and minimize its dysfunctional consequences is referred to as: |
|||
| A) |
differentiation. | |||
| B) |
procedural fairness. | |||
| C) |
task interdependence. | |||
| D) |
conflict management. | |||
| E) |
arbitration. | |||
| 4 | Conflict that is potentially healthy and valuable because it encourages people to re-examine their assumptions is: |
|||
| A) |
socioemotional conflict. | |||
| B) |
constructive conflict. | |||
| C) |
manifest conflict. | |||
| D) |
conflict outcome. | |||
| E) |
conflict management. | |||
| 5 | With ___________, differences are viewed as personal attacks rather than attempts to resolve an issue. |
|||
| A) |
negotiation | |||
| B) |
socioemotional conflict | |||
| C) |
an avoiding style of conflict management | |||
| D) |
constructive conflict | |||
| E) |
Both ‘b’ and ‘d’ | |||
| 6 | As a source of conflict in organizations, __________ occurs when people hold divergent beliefs and attitudes due to their unique backgrounds, experiences, or training. |
|||
| A) |
differentiation | |||
| B) |
goal incompatibility | |||
| C) |
ambiguity | |||
| D) |
task interdependence | |||
| E) |
all of these. | |||
| 7 | Which of the following may reduce the level of socioemotional conflict during constructive conflict episodes? |
|||
| A) |
Emotional intelligence | |||
| B) |
Cohesive teams | |||
| C) |
Supportive team norms | |||
| D) |
All of the above | |||
| E) |
both ‘b’ and ‘c’ only | |||
| 8 | All of these are sources of conflict in organizations, EXCEPT: |
|||
| A) |
task interdependence. | |||
| B) |
ambiguous rules. | |||
| C) |
incompatible goals. | |||
| D) |
scarce resources. | |||
| E) |
integration. | |||
| 9 | The degree to which team members must share common inputs, interact in the process of executing their work, or receive outcomes determined partly by the performance of others, refers to: |
|||
| A) |
differentiation. | |||
| B) |
goal incompatibility. | |||
| C) |
ambiguity. | |||
| D) |
task interdependence. | |||
| E) |
all of these. | |||
| 10 | Employees tend to have the lowest risk of conflict when working with others in a __________ relationship. |
|||
| A) |
sequential interdependence | |||
| B) |
differentiation | |||
| C) |
reciprocal interdependence | |||
| D) |
goal incompatibility | |||
| E) |
pooled interdependence | |||
| 11 | Which of these is the highest level of interdependence? |
|||
| A) |
Sequential interdependence | |||
| B) |
Differentiation | |||
| C) |
Reciprocal interdependence | |||
| D) |
Goal incompatibility | |||
| E) |
Pooled interdependence | |||
| 12 | Which of these is trying to find a mutually beneficial solution for both parties? |
|||
| A) |
Avoidance | |||
| B) |
Problem-solving | |||
| C) |
Compromise | |||
| D) |
Accommodating | |||
| E) |
Forcing | |||
| 13 | Which of these is the only style that represents a purely win-win orientation? |
|||
| A) |
Avoidance | |||
| B) |
Problem-solving | |||
| C) |
Compromise | |||
| D) |
Yielding | |||
| E) |
Forcing | |||
| 14 | The conflict management style that smoothes over or avoids conflict situations is the: |
|||
| A) |
compromising style. | |||
| B) |
forcing style. | |||
| C) |
avoiding style. | |||
| D) |
yielding style. | |||
| E) |
problem-solving style. | |||
| 15 | A conflict management style that tries to win the conflict at the other’s expense is the: |
|||
| A) |
yielding style. | |||
| B) |
compromising style. | |||
| C) |
avoiding style. | |||
| D) |
problem-solving style. | |||
| E) |
forcing style. | |||
| 16 | A conflict management style that tries to reach a middle ground with the other party is the: |
|||
| A) |
forcing style. | |||
| B) |
problem-solving style. | |||
| C) |
avoiding style. | |||
| D) |
compromising style. | |||
| E) |
yielding style. | |||
| 17 | Common objectives held by conflicting parties that are more important than their conflicting departmental or individual goals are called: |
|||
| A) |
superordinate goals. | |||
| B) |
differentiation. | |||
| C) |
task interdependence. | |||
| D) |
resource negotiations. | |||
| E) |
bargaining zone. | |||
| 18 | Which of these refers to a form of dialogue that enables communication with less risk of upsetting harmony? |
|||
| A) |
Mediation | |||
| B) |
Intergroup mirroring | |||
| C) |
Talking circles | |||
| D) |
Arbitration | |||
| E) |
Superordinate goals | |||
| 19 | __________ occurs when two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of their interdependence. |
|||
| A) |
Differentiation | |||
| B) |
Negotiation | |||
| C) |
Task interdependence | |||
| D) |
Bargaining zone | |||
| E) |
Goal incompatibility | |||
| 20 | All of these are important situational influences on negotiations, EXCEPT: |
|||
| A) |
location. | |||
| B) |
time deadlines. | |||
| C) |
audience characteristics. | |||
| D) |
behaviour. | |||
| E) |
physical setting. | |||
| 21 | Which of these is NOT a behaviour associated with negotiators resolving conflict? |
|||
| A) |
Gathering information | |||
| B) |
Communicating effectively | |||
| C) |
Audience characteristics | |||
| D) |
Preparation and goal setting | |||
| E) |
Making concessions | |||
| 22 | Which of the following is NOT a third party conflict resolution method? |
|||
| A) |
Mediation | |||
| B) |
Negotiation | |||
| C) |
Inquisition | |||
| D) |
Preparation | |||
| E) |
Neither ‘b’ or ‘d’ are third-party conflict resolution methods | |||
| 23 | Executives engage in this strategy by following previously agreed rules of due process, listening to arguments from the disputing employees, and making a binding decision. |
|||
| A) |
Arbitration | |||
| B) |
Mediation | |||
| C) |
Inquisition | |||
| D) |
Intervention | |||
| E) |
Orientation | |||
| 24 | The main purpose of this third-party intervention is to manage the process and context of interaction between the disputing parties and not make the final decision about how to resolve the differences between the parties. |
|||
| A) |
Mediation | |||
| B) |
Inquisition | |||
| C) |
Arbitration | |||
| D) |
Making concessions | |||
| E) |
Compromise | |||
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