Question 1

When you are engaged in distributive bargaining, research consistently shows one of the best things you can do is make the first offer.

Accepted Answer

A) True 
 B)False

Question 2

Stage II of the conflict process deals with the conflict being ________.

Accepted Answer

A)  perceived and felt 
B)  apparent and experienced 
C)  expressed and perceived 
D)  cooperative and assertive 
E)  accommodated and compromised 
A)  perceived and felt 
B)  apparent and experienced 
C)  expressed and perceived 
D)  cooperative and assertive 
E)  accommodated and compromised

Question 3

You have decided to try to find a win-win situation to help labor and management resolve their differences. You are attempting to engage in ________.

Accepted Answer

A)  integrative bargaining 
B)  conciliation 
C)  mediation 
D)  distributive bargaining 
E)  arbitration 
A)  integrative bargaining 
B)  conciliation 
C)  mediation 
D)  distributive bargaining 
E)  arbitration

Question 4

Those who believe they will be more successful in negotiation situations tend to ________.

Accepted Answer

A)  perform more effectively 
B)  perform well but not great 
C)  overestimate their abilities and fail 
D)  underestimate their opponent and fail 
E)  forget to seek council from others 
A)  perform more effectively 
B)  perform well but not great 
C)  overestimate their abilities and fail 
D)  underestimate their opponent and fail 
E)  forget to seek council from others

Question 5

Which of the following statements is true regarding integrative bargaining?

Accepted Answer

A)  Integrative bargaining leaves one party a loser. 
B)  Integrative bargaining makes the first offer, and makes it an aggressive one. 
C)  Integrative bargaining focuses on long-term relationships. 
D)  Integrative bargaining operates under zero-sum conditions. 
E)  Integrative bargaining involves low information sharing. 
A)  Integrative bargaining leaves one party a loser. 
B)  Integrative bargaining makes the first offer, and makes it an aggressive one. 
C)  Integrative bargaining focuses on long-term relationships. 
D)  Integrative bargaining operates under zero-sum conditions. 
E)  Integrative bargaining involves low information sharing.

Question 6

According to the interactionist view, ________ conflicts support the goals of the group and improve its performance.

Accepted Answer

A)  formal 
B)  informal 
C)  functional 
D)  dysfunctional 
E)  reactive 
A)  formal 
B)  informal 
C)  functional 
D)  dysfunctional 
E)  reactive

Question 7

The conflict-handling intention of collaborating is ________.

Accepted Answer

A)  assertive and uncooperative 
B)  assertive and cooperative 
C)  unassertive and uncooperative 
D)  unassertive and cooperative 
E)  affective and reflective 
A)  assertive and uncooperative 
B)  assertive and cooperative 
C)  unassertive and uncooperative 
D)  unassertive and cooperative 
E)  affective and reflective

Question 8

Please describe the various types of characteristics which help a person develop a trustworthy reputation.

Accepted Answer

A combination of competence and integrit

Question 9

Which of the following conflict-handling intentions involves accepting a solution that provides incomplete satisfaction of both parties' concerns?

Accepted Answer

A)  collaborating 
B)  compromising 
C)  avoiding 
D)  competing 
E)  accommodating 
A)  collaborating 
B)  compromising 
C)  avoiding 
D)  competing 
E)  accommodating

Question 10

Relationship conflicts are almost always dysfunctional.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following conflict-handling intentions involves attempting to find a win-win solution?

Accepted Answer

A)  avoiding 
B)  collaborating 
C)  accommodating 
D)  compromising 
E)  competing 
A)  avoiding 
B)  collaborating 
C)  accommodating 
D)  compromising 
E)  competing

Question 12

________ bargaining is negotiation that seeks to divide a "fixed pie."

Accepted Answer

A)  Distributive 
B)  Integrative 
C)  Reflective 
D)  Affective 
E)  Conjunctive 
A)  Distributive 
B)  Integrative 
C)  Reflective 
D)  Affective 
E)  Conjunctive

Question 13

According to the traditional view of conflict, conflict is ________.

Accepted Answer

A)  harmful 
B)  natural 
C)  necessary 
D)  healthy 
E)  rational 
A)  harmful 
B)  natural 
C)  necessary 
D)  healthy 
E)  rational

Question 14

Irma does not agree with the standard operating procedures adapted for the new project. However, she discusses the items with the team and comes to know that she was in the minority. She has, therefore, decided to accept the new procedures to maintain smooth operations within the team. This type of intention is called ________.

Accepted Answer

A)  sacrificing 
B)  accommodating 
C)  collaborating 
D)  compromising 
E)  competing 
A)  sacrificing 
B)  accommodating 
C)  collaborating 
D)  compromising 
E)  competing

Question 15

Openness and collaboration are associated with ________ group performance; avoiding and competing strategies are associated with ________ group performance.

Accepted Answer

A)  high; high 
B)  high; low 
C)  high; moderate 
D)  moderate; low 
E)  low; low 
A)  high; high 
B)  high; low 
C)  high; moderate 
D)  moderate; low 
E)  low; low

Question 16

In case of distributive bargaining, the ________ point marks the lowest outcome that is acceptable-the point below which the party would break off negotiations rather than accept a less favorable settlement.

Accepted Answer

A)  resistance 
B)  tolerance 
C)  target 
D)  focal 
E)  clarification 
A)  resistance 
B)  tolerance 
C)  target 
D)  focal 
E)  clarification

Question 17

Which of the third-party negotiators has legitimate power?

Accepted Answer

A)  mediator 
B)  arbitrator 
C)  conciliator 
D)  both A or B 
E)  both A or C 
A)  mediator 
B)  arbitrator 
C)  conciliator 
D)  both A or B 
E)  both A or C

Question 18

Which of the following statements is true regarding conflict?

Accepted Answer

A)  The smaller the group, the greater the likelihood of conflict. 
B)  The less specialized the activities of the group, the greater the likelihood of conflict. 
C)  People low in the personality traits of disagreeableness, neuroticism, or self-monitoring are more likely to engage in a conflict. 
D)  Diversity of goals among groups is a major source of conflict. 
E)  As the ambiguity about where responsibility for actions lies decreases, the potential for conflict increases. 
A)  The smaller the group, the greater the likelihood of conflict. 
B)  The less specialized the activities of the group, the greater the likelihood of conflict. 
C)  People low in the personality traits of disagreeableness, neuroticism, or self-monitoring are more likely to engage in a conflict. 
D)  Diversity of goals among groups is a major source of conflict. 
E)  As the ambiguity about where responsibility for actions lies decreases, the potential for conflict increases.

Question 19

Which of the following is a characteristic of distributive bargaining?

Accepted Answer

A)  win-win solution 
B)  long-term focus 
C)  good interpersonal relationships 
D)  opposed interests 
E)  high information sharing 
A)  win-win solution 
B)  long-term focus 
C)  good interpersonal relationships 
D)  opposed interests 
E)  high information sharing

Question 20

Labor and management at DJ Trucking cannot agree upon a contract for the truck drivers. The drivers are threatening to strike, and management knows that such a strike would be very costly. Each side contends that they are bargaining fairly, but no agreement seems to be possible. Both sides agree that they are competing over a fixed amount of resources. Each side feels that what one side wins, the other loses. Based on this information we can say that the two sides are engaged in ________.

Accepted Answer

A)  conciliation 
B)  distributive bargaining 
C)  mediation 
D)  integrative bargaining 
E)  arbitration 
A)  conciliation 
B)  distributive bargaining 
C)  mediation 
D)  integrative bargaining 
E)  arbitration

When you are engaged in distributive bargaining, research consistently shows one of the best things you can do is make the first offer.

Stage II of the conflict process deals with the conflict being ________.

You have decided to try to find a win-win situation to help labor and management resolve their differences. You are attempting to engage in ________.

Those who believe they will be more successful in negotiation situations tend to ________.

Which of the following statements is true regarding integrative bargaining?

According to the interactionist view, ________ conflicts support the goals of the group and improve its performance.

The conflict-handling intention of collaborating is ________.

Please describe the various types of characteristics which help a person develop a trustworthy reputation.

Which of the following conflict-handling intentions involves accepting a solution that provides incomplete satisfaction of both parties' concerns?

Relationship conflicts are almost always dysfunctional.

Which of the following conflict-handling intentions involves attempting to find a win-win solution?

________ bargaining is negotiation that seeks to divide a "fixed pie."

According to the traditional view of conflict, conflict is ________.

Openness and collaboration are associated with group performance; avoiding and competing strategies are associated with group performance.

In case of distributive bargaining, the ________ point marks the lowest outcome that is acceptable-the point below which the party would break off negotiations rather than accept a less favorable settlement.

Which of the third-party negotiators has legitimate power?

Which of the following statements is true regarding conflict?

Which of the following is a characteristic of distributive bargaining?

What Is Organizational Behavior

Diversity in Organizations

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation Concepts

Motivation: From Concepts to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Leadership

Power and Politics

Foundations of Organization Structure

Organizational Culture

Organizational Change and Stress Management

Filters

Exam 14: Conflict and Negotiation

When you are engaged in distributive bargaining, research consistently shows one of the best things you can do is make the first offer.

Stage II of the conflict process deals with the conflict being ________.

You have decided to try to find a win-win situation to help labor and management resolve their differences. You are attempting to engage in ________.

Those who believe they will be more successful in negotiation situations tend to ________.

Which of the following statements is true regarding integrative bargaining?

According to the interactionist view, ________ conflicts support the goals of the group and improve its performance.

The conflict-handling intention of collaborating is ________.

Please describe the various types of characteristics which help a person develop a trustworthy reputation.

Which of the following conflict-handling intentions involves accepting a solution that provides incomplete satisfaction of both parties' concerns?

Relationship conflicts are almost always dysfunctional.

Which of the following conflict-handling intentions involves attempting to find a win-win solution?

________ bargaining is negotiation that seeks to divide a "fixed pie."

According to the traditional view of conflict, conflict is ________.

Openness and collaboration are associated with ________ group performance; avoiding and competing strategies are associated with ________ group performance.

In case of distributive bargaining, the ________ point marks the lowest outcome that is acceptable-the point below which the party would break off negotiations rather than accept a less favorable settlement.

Which of the third-party negotiators has legitimate power?

Which of the following statements is true regarding conflict?

Which of the following is a characteristic of distributive bargaining?

What Is Organizational Behavior

Diversity in Organizations

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation Concepts

Motivation: From Concepts to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Leadership

Power and Politics

Foundations of Organization Structure

Organizational Culture

Organizational Change and Stress Management

Filters

Openness and collaboration are associated with group performance; avoiding and competing strategies are associated with group performance.