Question 1

All of the following are positive consequences of intergroup conflict except:

Accepted Answer

A) we versus them 
B) increased group cohesiveness 
C) increased task focus 
D) increased group loyalty 
A) we versus them 
B) increased group cohesiveness 
C) increased task focus 
D) increased group loyalty

Question 2

How would you rank the five styles of conflict management in terms of their conflict-resolving effectiveness?

Accepted Answer

The nature and sources of conflict will

Question 3

Match the following:
-Dysfunctional Conflict

Accepted Answer

A) Conflict that is constructive and beneficial. 
B) Two or more persons, units, or organizations that are tightly interconnected. 
C) An unhealthy, potentially destructive disagreement between two or more persons. 
D) Two work units claiming the same job or having blurred lines of responsibility. 
E) Conflict between two groups. 
A) Conflict that is constructive and beneficial. 
B) Two or more persons, units, or organizations that are tightly interconnected. 
C) An unhealthy, potentially destructive disagreement between two or more persons. 
D) Two work units claiming the same job or having blurred lines of responsibility. 
E) Conflict between two groups.

Question 4

The nature of the conflict reflected in Thinking Ahead-Looking Back feature between Oracle and SAP would be characterized as:

Accepted Answer

A) dysfunctional 
B) interpersonal 
C) functional 
D) intergroup 
A) dysfunctional 
B) interpersonal 
C) functional 
D) intergroup

Question 5

When a person continually responds with pessimism to attempts at solving a problem, he/she is displaying:

Accepted Answer

A) identification 
B) displacement 
C) fixation 
D) negativism 
A) identification 
B) displacement 
C) fixation 
D) negativism

Question 6

The major problem associated with the high versus middle versus low power relationship is suboptimization.

Accepted Answer

A) True 
 B)False

Question 7

Match the following:
-Jurisdictional Ambiguity

Accepted Answer

A) Conflict that is constructive and beneficial. 
B) Two or more persons, units, or organizations that are tightly interconnected. 
C) An unhealthy, potentially destructive disagreement between two or more persons. 
D) Two work units claiming the same job or having blurred lines of responsibility. 
E) Conflict between two groups. 
A) Conflict that is constructive and beneficial. 
B) Two or more persons, units, or organizations that are tightly interconnected. 
C) An unhealthy, potentially destructive disagreement between two or more persons. 
D) Two work units claiming the same job or having blurred lines of responsibility. 
E) Conflict between two groups.

Question 8

What are ways of preventing and/or eliminating intergroup conflict within an organization?

Accepted Answer

One method is to appeal to a higher auth

Question 9

Conversion is considered a psychological withdrawal mechanism.

Accepted Answer

A) True 
 B)False

Question 10

Match the following:
-Mediator

Accepted Answer

A) Delaying action or buying time rather than directly solving problem. 
B) An example of a neutral third party. 
C) Doing nothing. 
D) Both parties to a conflict gain. 
E) Labeling or discrediting an opponent. 
A) Delaying action or buying time rather than directly solving problem. 
B) An example of a neutral third party. 
C) Doing nothing. 
D) Both parties to a conflict gain. 
E) Labeling or discrediting an opponent.

Question 11

Person-role conflicts typically stem from differences in _____ between the focal person and the organization or work group.

Accepted Answer

A) language 
B) performance expectations 
C) experience 
D) values 
A) language 
B) performance expectations 
C) experience 
D) values

Question 12

Sometimes the best strategy for dealing with conflict is a simple apology. Apologies are useful social tools that can serve to end conflict and encourage forgiveness. The Science Feature of Chapter 13 reported the results of a study that investigated the components of an apology that results in reconciliation. Which of the following are consistent with the finding(s) of this study?

Accepted Answer

A) An effective apology should be brief rather than detailed. 
B) Highly independent victims prefer apologies where an empathic apology for the wrong is offered. 
C) Relational victims are more likely to forgive if presented with compensation for the wrong. 
D) None of the above. 
A) An effective apology should be brief rather than detailed. 
B) Highly independent victims prefer apologies where an empathic apology for the wrong is offered. 
C) Relational victims are more likely to forgive if presented with compensation for the wrong. 
D) None of the above.

Question 13

Developing trust within a group can prevent the misattribution of task conflict for personal conflict.

Accepted Answer

A) True 
 B)False

Question 14

When two departments are in conflict but are also facing a common threat, the _____ style of conflict management is most appropriate.

Accepted Answer

A) competing 
B) accommodation 
C) compromising 
D) collaborating 
A) competing 
B) accommodation 
C) compromising 
D) collaborating

Question 15

Which of the following would best reflect the form of conflict between Oracle and SAP as described in your Thinking Ahead-Looking Back feature of Chapter 13?

Accepted Answer

A) intergroup conflict 
B) interorganizational conflict 
C) interpersonal conflict 
D) intragroup conflict 
A) intergroup conflict 
B) interorganizational conflict 
C) interpersonal conflict 
D) intragroup conflict

Question 16

You own and operate a pre-cast concrete company that specializes in large beams, walls, and other components for large commercial structures.You deliver and install as well as manufacture.One of your installation foremen just called to say that the ironworkers for another company had installed the door jams for a building when you had sent your crew to perform this task.This is an example of a conflict based on:

Accepted Answer

A) authority relationships 
B) jurisdictional ambiguity 
C) interdependence 
D) status inconsistencies 
A) authority relationships 
B) jurisdictional ambiguity 
C) interdependence 
D) status inconsistencies

Question 17

The behavioral tendencies associated with an equal versus equal power relationship is:

Accepted Answer

A) resistance to change 
B) lack of motivation 
C) the tendency to compete 
D) to make concessions 
A) resistance to change 
B) lack of motivation 
C) the tendency to compete 
D) to make concessions

Question 18

When one's values conflict with his/her job demands, this is _____ conflict.

Accepted Answer

A) interrole 
B) person-role 
C) intrarole 
D) interpersonal 
A) interrole 
B) person-role 
C) intrarole 
D) interpersonal

Question 19

The conflict that develops when a role behavior clashes with individual values is called:

Accepted Answer

A) intrarole 
B) interrole 
C) person-role 
D) interpersonal 
A) intrarole 
B) interrole 
C) person-role 
D) interpersonal

Question 20

The problem associated with the equal versus equal power relationship is:

Accepted Answer

A) control versus autonomy 
B) role conflict 
C) stress 
D) suboptimization 
A) control versus autonomy 
B) role conflict 
C) stress 
D) suboptimization

All of the following are positive consequences of intergroup conflict except:

How would you rank the five styles of conflict management in terms of their conflict-resolving effectiveness?

Match the following: -Dysfunctional Conflict

The nature of the conflict reflected in Thinking Ahead-Looking Back feature between Oracle and SAP would be characterized as:

When a person continually responds with pessimism to attempts at solving a problem, he/she is displaying:

The major problem associated with the high versus middle versus low power relationship is suboptimization.

Match the following: -Jurisdictional Ambiguity

What are ways of preventing and/or eliminating intergroup conflict within an organization?

Conversion is considered a psychological withdrawal mechanism.

Match the following: -Mediator

Person-role conflicts typically stem from differences in _____ between the focal person and the organization or work group.

Developing trust within a group can prevent the misattribution of task conflict for personal conflict.

When two departments are in conflict but are also facing a common threat, the _____ style of conflict management is most appropriate.

Which of the following would best reflect the form of conflict between Oracle and SAP as described in your Thinking Ahead-Looking Back feature of Chapter 13?

The behavioral tendencies associated with an equal versus equal power relationship is:

When one's values conflict with his/her job demands, this is _____ conflict.

The conflict that develops when a role behavior clashes with individual values is called:

The problem associated with the equal versus equal power relationship is:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Managing Change

Filters

Exam 13: Conflict and Negotiation

All of the following are positive consequences of intergroup conflict except:

How would you rank the five styles of conflict management in terms of their conflict-resolving effectiveness?

Match the following: -Dysfunctional Conflict

The nature of the conflict reflected in Thinking Ahead-Looking Back feature between Oracle and SAP would be characterized as:

When a person continually responds with pessimism to attempts at solving a problem, he/she is displaying:

The major problem associated with the high versus middle versus low power relationship is suboptimization.

Match the following: -Jurisdictional Ambiguity

What are ways of preventing and/or eliminating intergroup conflict within an organization?

Conversion is considered a psychological withdrawal mechanism.

Match the following: -Mediator

Person-role conflicts typically stem from differences in _____ between the focal person and the organization or work group.

Developing trust within a group can prevent the misattribution of task conflict for personal conflict.

When two departments are in conflict but are also facing a common threat, the _____ style of conflict management is most appropriate.

Which of the following would best reflect the form of conflict between Oracle and SAP as described in your Thinking Ahead-Looking Back feature of Chapter 13?

The behavioral tendencies associated with an equal versus equal power relationship is:

When one's values conflict with his/her job demands, this is _____ conflict.

The conflict that develops when a role behavior clashes with individual values is called:

The problem associated with the equal versus equal power relationship is:

Organizational Behavior and Opportunity

Challenges for Managers

Personality, Perception, and Attribution

Attitudes, Emotions, and Ethics

Motivation at Work

Learning and Performance Management

Stress and Well-Being at Work

Communication

Work Teams and Groups

Decision Making by Individuals and Groups

Power and Political Behavior

Leadership and Followership

Jobs and the Design of Work

Organizational Design and Structure

Organizational Culture

Career Management

Managing Change

Filters