Question 1

Communication difficulties are a major cause of conflict.

Accepted Answer

A) True 
 B)False

Question 2

The dimension of the conflict-handling intention labelled assertiveness is the degree to which one party:

Accepted Answer

A) is competitive. 
B) attempts to satisfy everyone's concerns. 
C) attempts to satisfy the other party's concerns. 
D) attempts to satisfy his or her own concerns. 
A) is competitive. 
B) attempts to satisfy everyone's concerns. 
C) attempts to satisfy the other party's concerns. 
D) attempts to satisfy his or her own concerns.

Question 3

The traditional view of conflict fell out of favour for a long period of time because researchers came to realise that:

Accepted Answer

A) conflict is necessary. 
B) conflict cannot be changed. 
C) some level of conflict was inevitable. 
D) none of the above. 
A) conflict is necessary. 
B) conflict cannot be changed. 
C) some level of conflict was inevitable. 
D) none of the above.

Question 4

The most common definition of 'conflict' is the idea that it is a:

Accepted Answer

A) confrontation. 
B) negotiation. 
C) construction. 
D) perception. 
A) confrontation. 
B) negotiation. 
C) construction. 
D) perception.

Question 5

Certain personality types lead to potential conflict.

Accepted Answer

A) True 
 B)False

Question 6

Process conflict works best when it is kept at a minimum.

Accepted Answer

A) True 
 B)False

Question 7

'Avoidance' is playing down differences while emphasising common interests between the conflicting parties.

Accepted Answer

A) True 
 B)False

Question 8

A perceived conflict means it is personalised.

Accepted Answer

A) True 
 B)False

Question 9

What are the five stages of the conflict process?

Accepted Answer

The conflict process can be seen as comp

Question 10

The potential for conflict goes up when dealing with certain personality types.

Accepted Answer

A) True 
 B)False

Question 11

Process conflict focuses on both the substance and objectives of the work.

Accepted Answer

A) True 
 B)False

Question 12

The word 'conflict' insinuates that there are opposing sides.

Accepted Answer

A) True 
 B)False

Question 13

When it comes to negotiating a contract,your BATNA determines the lowest value you are willing to accept.

Accepted Answer

A) True 
 B)False

Question 14

Women are more likely to engage in assertive negotiation when they are bargaining on behalf of someone else than when they are bargaining on
their own behalf.

Accepted Answer

A) True 
 B)False

Question 15

Negotiation is a process in which two or more individuals agree on a price for exchanging services.

Accepted Answer

A) True 
 B)False

Question 16

During which phase of the negotiation process do the parties exchange their initial proposals or demands?

Accepted Answer

A) bargaining and problem-solving 
B) preparation and planning 
C) definition of ground rules 
D) clarification and justification 
A) bargaining and problem-solving 
B) preparation and planning 
C) definition of ground rules 
D) clarification and justification

Question 17

It seems that your work group is in conflict much of the time.One colleague has suggested that you,as the supervisor,are responsible for eliminating the conflict so that they can work harmoniously.Another colleague has suggested that conflict is good for stimulating creativity and productivity.You are unsure about whether you should try to eliminate the conflict or learn to deal with it positively. You have decided to allow the conflict to exist so long as it doesn't hinder group performance.You will,however,try to eliminate ________ conflict.

Accepted Answer

A) task 
B) dysfunctional 
C) individualised 
D) functional 
A) task 
B) dysfunctional 
C) individualised 
D) functional

Question 18

Labour-management negotiations over wages exemplifies ________ bargaining.

Accepted Answer

A) integrative 
B) distributive 
C) cost-effective 
D) third-party 
A) integrative 
B) distributive 
C) cost-effective 
D) third-party

Question 19

A lot of conflicts are escalated simply because one party attributes the wrong intentions to the other.

Accepted Answer

A) True 
 B)False

Question 20

In which stage are conflict issues defined?

Accepted Answer

A) Stage III,Intuitions 
B) Stage IV,Behaviour 
C) Stage II,Cognition and personalisation 
D) Stage I,Potential opposition 
A) Stage III,Intuitions 
B) Stage IV,Behaviour 
C) Stage II,Cognition and personalisation 
D) Stage I,Potential opposition

Communication difficulties are a major cause of conflict.

The dimension of the conflict-handling intention labelled assertiveness is the degree to which one party:

The traditional view of conflict fell out of favour for a long period of time because researchers came to realise that:

The most common definition of 'conflict' is the idea that it is a:

Certain personality types lead to potential conflict.

Process conflict works best when it is kept at a minimum.

'Avoidance' is playing down differences while emphasising common interests between the conflicting parties.

A perceived conflict means it is personalised.

What are the five stages of the conflict process?

The potential for conflict goes up when dealing with certain personality types.

Process conflict focuses on both the substance and objectives of the work.

The word 'conflict' insinuates that there are opposing sides.

When it comes to negotiating a contract,your BATNA determines the lowest value you are willing to accept.

Women are more likely to engage in assertive negotiation when they are bargaining on behalf of someone else than when they are bargaining on their own behalf.

Negotiation is a process in which two or more individuals agree on a price for exchanging services.

During which phase of the negotiation process do the parties exchange their initial proposals or demands?

Labour-management negotiations over wages exemplifies ________ bargaining.

A lot of conflicts are escalated simply because one party attributes the wrong intentions to the other.

In which stage are conflict issues defined?

What Is Organisational Behaviour

The Individual

Attitudes and Job Satisfaction

Personality and Values

Emotions and Moods

Perception and Individual Decision Making

Motivation: From Concept to Application

Foundations of Group Behaviour

Understanding Work Teams

Communication

Leadership

Power and Politics

Foundations of Organisational Structure

Organisational Culture

Organisational Change and Stress Management

Filters

Exam 13: Conflict and Negotiation

Communication difficulties are a major cause of conflict.

The dimension of the conflict-handling intention labelled assertiveness is the degree to which one party:

The traditional view of conflict fell out of favour for a long period of time because researchers came to realise that:

The most common definition of 'conflict' is the idea that it is a:

Certain personality types lead to potential conflict.

Process conflict works best when it is kept at a minimum.

'Avoidance' is playing down differences while emphasising common interests between the conflicting parties.

A perceived conflict means it is personalised.

What are the five stages of the conflict process?

The potential for conflict goes up when dealing with certain personality types.

Process conflict focuses on both the substance and objectives of the work.

The word 'conflict' insinuates that there are opposing sides.

When it comes to negotiating a contract,your BATNA determines the lowest value you are willing to accept.

Women are more likely to engage in assertive negotiation when they are bargaining on behalf of someone else than when they are bargaining on their own behalf.

Negotiation is a process in which two or more individuals agree on a price for exchanging services.

During which phase of the negotiation process do the parties exchange their initial proposals or demands?

Labour-management negotiations over wages exemplifies ________ bargaining.

A lot of conflicts are escalated simply because one party attributes the wrong intentions to the other.

In which stage are conflict issues defined?

What Is Organisational Behaviour

The Individual

Attitudes and Job Satisfaction

Personality and Values

Emotions and Moods

Perception and Individual Decision Making

Motivation: From Concept to Application

Foundations of Group Behaviour

Understanding Work Teams

Communication

Leadership

Power and Politics

Foundations of Organisational Structure

Organisational Culture

Organisational Change and Stress Management

Filters