Question 1

Moderate levels of conflict produce improved decision-making.

Accepted Answer

A) True 
 B)False

Question 2

Claiming value during negotiations involves trying to obtain the best possible outcome for yourself and your constituents.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following tends to make negotiators more competitive and less willing to give concessions?

Accepted Answer

A) Representatives from both sides are interspersed around a circular table. 
B) The parties spend time socializing and learning about each other before beginning negotiations. 
C) The audiences of each party directly observe the negotiations. 
D) All of these tend to make negotiators more competitive and less willing to give concessions. 
E) None of these tend to make negotiators more competitive and less willing to give concessions. 
A) Representatives from both sides are interspersed around a circular table. 
B) The parties spend time socializing and learning about each other before beginning negotiations. 
C) The audiences of each party directly observe the negotiations. 
D) All of these tend to make negotiators more competitive and less willing to give concessions. 
E) None of these tend to make negotiators more competitive and less willing to give concessions.

Question 4

Third-party interventions are defined 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 5

Conflict begins when two parties experience manifest conflict.

Accepted Answer

A) True 
 B)False

Question 6

Emotional intelligence helps employees to avoid transforming constructive conflict into relationship conflict.

Accepted Answer

A) True 
 B)False

Question 7

Conflicts can be minimized by negotiating a collective agreement between union and management which both parties must follow.

Accepted Answer

A) True 
 B)False

Question 8

It wasn't until the 1950s that conflict management experts such as Elton Mayo began to embrace the "optimal conflict" perspective.

Accepted Answer

A) True 
 B)False

Question 9

A Dean tells a faculty member,"I don't care what the collective agreement states about your right to negotiate a workload with me,I'm the Dean,and I make the decisions about who is assigned what work and how much." According to your text,this is an example of which approach for resolving conflict?

Accepted Answer

A) Managerial. 
B) Inquisition. 
C) Confrontational. 
D) Fuedal. 
E) Imperious. 
A) Managerial. 
B) Inquisition. 
C) Confrontational. 
D) Fuedal. 
E) Imperious.

Question 10

Skilled negotiators tend to adopt a cautious problem-solving style at the outset.

Accepted Answer

A) True 
 B)False

Question 11

The five interpersonal conflict management styles are distinguished by their level of animosity with the other party.

Accepted Answer

A) True 
 B)False

Question 12

Poor communication skills partly explain why conflict occurs in the workplace.

Accepted Answer

A) True 
 B)False

Question 13

A person's preferred conflict management style tends to depend partly on the individual's cultural values.

Accepted Answer

A) True 
 B)False

Question 14

Relationship conflict usually causes people to:

Accepted Answer

A) use logical analysis to resolve the conflict. 
B) reduce communication and information sharing with the other party. 
C) rethink their assumptions and beliefs about the issue that is the source of conflict. 
D) do all of these things. 
E) do none of these things. 
A) use logical analysis to resolve the conflict. 
B) reduce communication and information sharing with the other party. 
C) rethink their assumptions and beliefs about the issue that is the source of conflict. 
D) do all of these things. 
E) do none of these things.

Question 15

Constructive conflict:

Accepted Answer

A) is the same as relationship conflict. 
B) encourages people to think about different points of view. 
C) is a source of conflict based on the physical layout of the office. 
D) is the main source of groupthink and denial of external problems. 
E) is none of these. 
A) is the same as relationship conflict. 
B) encourages people to think about different points of view. 
C) is a source of conflict based on the physical layout of the office. 
D) is the main source of groupthink and denial of external problems. 
E) is none of these.

Question 16

Which of the following most likely produces the highest risk of conflict?

Accepted Answer

A) Ambiguous rules and low task interdependence. 
B) Precise rules and resource scarcity. 
C) Plentiful resources and high goal compatibility. 
D) Scarce resources and high task interdependence. 
E) None of these has any effect on the risk of conflict. 
A) Ambiguous rules and low task interdependence. 
B) Precise rules and resource scarcity. 
C) Plentiful resources and high goal compatibility. 
D) Scarce resources and high task interdependence. 
E) None of these has any effect on the risk of conflict.

Question 17

The conflict process model includes:

Accepted Answer

A) conflict outcomes. 
B) sources of conflict. 
C) conflict emotions. 
D) conflict outcomes and conflict emotions,but not sources of conflict. 
E) conflict outcomes,conflict emotions,and sources of conflict. 
A) conflict outcomes. 
B) sources of conflict. 
C) conflict emotions. 
D) conflict outcomes and conflict emotions,but not sources of conflict. 
E) conflict outcomes,conflict emotions,and sources of conflict.

Question 18

When people experience relationship conflict,they tend to increase their reliance on communication with the other party.

Accepted Answer

A) True 
 B)False

Question 19

Creating value during the negotiation process involves convincing the other party that reaching an agreement is in their best interest.

Accepted Answer

A) True 
 B)False

Question 20

The yielding conflict management style can produce more conflict rather than it resolves it.

Accepted Answer

A) True 
 B)False

Moderate levels of conflict produce improved decision-making.

Claiming value during negotiations involves trying to obtain the best possible outcome for yourself and your constituents.

Which of the following tends to make negotiators more competitive and less willing to give concessions?

Third-party interventions are defined in terms of their:

Conflict begins when two parties experience manifest conflict.

Emotional intelligence helps employees to avoid transforming constructive conflict into relationship conflict.

Conflicts can be minimized by negotiating a collective agreement between union and management which both parties must follow.

It wasn't until the 1950s that conflict management experts such as Elton Mayo began to embrace the "optimal conflict" perspective.

A Dean tells a faculty member,"I don't care what the collective agreement states about your right to negotiate a workload with me,I'm the Dean,and I make the decisions about who is assigned what work and how much." According to your text,this is an example of which approach for resolving conflict?

Skilled negotiators tend to adopt a cautious problem-solving style at the outset.

The five interpersonal conflict management styles are distinguished by their level of animosity with the other party.

Poor communication skills partly explain why conflict occurs in the workplace.

A person's preferred conflict management style tends to depend partly on the individual's cultural values.

Relationship conflict usually causes people to:

Constructive conflict:

Which of the following most likely produces the highest risk of conflict?

The conflict process model includes:

When people experience relationship conflict,they tend to increase their reliance on communication with the other party.

Creating value during the negotiation process involves convincing the other party that reaching an agreement is in their best interest.

The yielding conflict management style can produce more conflict rather than it resolves it.

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

Applied Performance Practices

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

Exam 11: Conflict and Negotiation in the Workplace

Moderate levels of conflict produce improved decision-making.

Claiming value during negotiations involves trying to obtain the best possible outcome for yourself and your constituents.

Which of the following tends to make negotiators more competitive and less willing to give concessions?

Third-party interventions are defined in terms of their:

Conflict begins when two parties experience manifest conflict.

Emotional intelligence helps employees to avoid transforming constructive conflict into relationship conflict.

Conflicts can be minimized by negotiating a collective agreement between union and management which both parties must follow.

It wasn't until the 1950s that conflict management experts such as Elton Mayo began to embrace the "optimal conflict" perspective.

A Dean tells a faculty member,"I don't care what the collective agreement states about your right to negotiate a workload with me,I'm the Dean,and I make the decisions about who is assigned what work and how much." According to your text,this is an example of which approach for resolving conflict?

Skilled negotiators tend to adopt a cautious problem-solving style at the outset.

The five interpersonal conflict management styles are distinguished by their level of animosity with the other party.

Poor communication skills partly explain why conflict occurs in the workplace.

A person's preferred conflict management style tends to depend partly on the individual's cultural values.

Relationship conflict usually causes people to:

Constructive conflict:

Which of the following most likely produces the highest risk of conflict?

The conflict process model includes:

When people experience relationship conflict,they tend to increase their reliance on communication with the other party.

Creating value during the negotiation process involves convincing the other party that reaching an agreement is in their best interest.

The yielding conflict management style can produce more conflict rather than it resolves it.

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

Applied Performance Practices

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