Question 1

Define programmed conflict.Why is conflict necessary in organizations?

Accepted Answer

Programmed conflict as "conflict that raises different opinions regardless of the personal feelings of the managers." OB specialists realized conflict had both positive and negative outcomes,depending on its nature and intensity.Hence,organizations could suffer from too little conflict.Work groups,departments,or organizations experiencing too little conflict tend to be plagued by apathy,lack of creativity,indecision,and missed deadlines.

Question 2

Which of the following is NOT a conflict-handling style identified by Rahim?

Accepted Answer

A)  Limiting 
B)  Obliging 
C)  Dominating 
D)  Avoiding 
E)  Integrating 
A)  Limiting 
B)  Obliging 
C)  Dominating 
D)  Avoiding 
E)  Integrating A

Question 3

An integrative negotiation involves a _____ strategy.

Accepted Answer

A)  win-lose 
B)  zero-sum 
C)  win-win 
D)  fixed-pie 
E)  regressive 
A)  win-lose 
B)  zero-sum 
C)  win-win 
D)  fixed-pie 
E)  regressive C

Question 4

Too little conflict tends to create apathy,lack of creativity,indecision,and missed deadlines.

Accepted Answer

A) True 
 B)False

Question 5

The sources and issues of conflict can be real or imagined.

Accepted Answer

A) True 
 B)False

Question 6

Gary has been sent to China on an important assignment.According to Tung's research,which of the following is the most useful practice to be followed to facilitate interactions with host-country nationals?

Accepted Answer

A)  Be compassionate and understanding. 
B)  Advocate inclusive (participative)leadership. 
C)  Be cooperative,rather than overly competitive. 
D)  Be a good listener. 
E)  Avoid conflict by emphasizing harmony. 
A)  Be compassionate and understanding. 
B)  Advocate inclusive (participative)leadership. 
C)  Be cooperative,rather than overly competitive. 
D)  Be a good listener. 
E)  Avoid conflict by emphasizing harmony.

Question 7

As operations head whose employees are having a personality conflict,which of the following tips would you offer them?

Accepted Answer

A)  Involve co-workers in the conflict. 
B)  If appropriate,take corrective action. 
C)  Refrain from using penalties for misconduct in order to avoid legal action. 
D)  Refer difficult conflicts to the parties' direct supervisors. 
E)  Even if necessary,do not attempt informal dispute resolution. 
A)  Involve co-workers in the conflict. 
B)  If appropriate,take corrective action. 
C)  Refrain from using penalties for misconduct in order to avoid legal action. 
D)  Refer difficult conflicts to the parties' direct supervisors. 
E)  Even if necessary,do not attempt informal dispute resolution.

Question 8

Workplace incivility is defined as high-intensity deviant behavior intended to harm the target person in ways that violate norms of mutual respect.

Accepted Answer

A) True 
 B)False

Question 9

Group conflict can often be reduced by making decisions on the basis of _____ rather than:

Accepted Answer

A)  a consensus; authoritative approval. 
B)  authoritative approval; striving for a consensus. 
C)  majority approval; striving for a consensus. 
D)  randomness; authoritative approval. 
E)  authoritative approval; majority approval. 
A)  a consensus; authoritative approval. 
B)  authoritative approval; striving for a consensus. 
C)  majority approval; striving for a consensus. 
D)  randomness; authoritative approval. 
E)  authoritative approval; majority approval.

Question 10

According to Rahim's model,the two dimensions affecting conflict-handling styles are:

Accepted Answer

A)  time and money. 
B)  personality and situation. 
C)  power and personal style. 
D)  concern for self and concern for others. 
E)  effectiveness and efficiency. 
A)  time and money. 
B)  personality and situation. 
C)  power and personal style. 
D)  concern for self and concern for others. 
E)  effectiveness and efficiency.

Question 11

Too much _____ can breed groupthink because a desire to get along pushes aside critical thinking.

Accepted Answer

A)  ostracism 
B)  critical thinking 
C)  cross-functionalism 
D)  personality conflict 
E)  cohesiveness 
A)  ostracism 
B)  critical thinking 
C)  cross-functionalism 
D)  personality conflict 
E)  cohesiveness

Question 12

The integrating style of handling conflict is appropriate:

Accepted Answer

A)  for resolving conflicts rooted in opposing value systems. 
B)  when an unpopular solution must be implemented. 
C)  for complex issues plagued by misunderstandings. 
D)  for trivial issues. 
E)  when a temporary fix is required. 
A)  for resolving conflicts rooted in opposing value systems. 
B)  when an unpopular solution must be implemented. 
C)  for complex issues plagued by misunderstandings. 
D)  for trivial issues. 
E)  when a temporary fix is required.

Question 13

Research on the Rahim scale found that compromising is the best conflict-handling strategy for every situation.

Accepted Answer

A) True 
 B)False

Question 14

Integrative negotiation calls for a progressive win-win strategy.

Accepted Answer

A) True 
 B)False

Question 15

Dean Tjosvold's _____ model includes the three desired outcomes of agreement,stronger relationships,and learning.

Accepted Answer

A)  cooperative conflict 
B)  dialectic 
C)  contact 
D)  negotiation 
E)  cross-cultural 
A)  cooperative conflict 
B)  dialectic 
C)  contact 
D)  negotiation 
E)  cross-cultural

Question 16

_____ conflict serves organizational interests and is characterized by consultative interactions,a focus on the issues,mutual respect,and useful give and take.

Accepted Answer

A)  Dysfunctional 
B)  Negative 
C)  Personality 
D)  Functional 
E)  Intergroup 
A)  Dysfunctional 
B)  Negative 
C)  Personality 
D)  Functional 
E)  Intergroup

Question 17

According to ____,the more the members of different groups interact,the less intergroup conflict they will experience.

Accepted Answer

A)  groupthink advocates 
B)  contact hypothesis 
C)  cohesiveness critics 
D)  scientific management 
E)  devil's advocacy theory 
A)  groupthink advocates 
B)  contact hypothesis 
C)  cohesiveness critics 
D)  scientific management 
E)  devil's advocacy theory

Question 18

Which of the following is a desired outcome for success in terms of conflict management?

Accepted Answer

A)  Power 
B)  Learning 
C)  Diluted relationships 
D)  Self-sufficiency 
E)  Dependence 
A)  Power 
B)  Learning 
C)  Diluted relationships 
D)  Self-sufficiency 
E)  Dependence

Question 19

_____ is a process in which one party perceives that its interests are being opposed or negatively affected by another party.

Accepted Answer

A)  Groupthink 
B)  Conflict 
C)  Ostracism 
D)  Cross-functionalism 
E)  Groupshift 
A)  Groupthink 
B)  Conflict 
C)  Ostracism 
D)  Cross-functionalism 
E)  Groupshift

Question 20

Devil's advocacy is an attempt to synthesize truths by exploring opposite positions.

Accepted Answer

A) True 
 B)False

Define programmed conflict.Why is conflict necessary in organizations?

Which of the following is NOT a conflict-handling style identified by Rahim?

An integrative negotiation involves a _____ strategy.

Too little conflict tends to create apathy,lack of creativity,indecision,and missed deadlines.

The sources and issues of conflict can be real or imagined.

Gary has been sent to China on an important assignment.According to Tung's research,which of the following is the most useful practice to be followed to facilitate interactions with host-country nationals?

As operations head whose employees are having a personality conflict,which of the following tips would you offer them?

Workplace incivility is defined as high-intensity deviant behavior intended to harm the target person in ways that violate norms of mutual respect.

Group conflict can often be reduced by making decisions on the basis of _____ rather than:

According to Rahim's model,the two dimensions affecting conflict-handling styles are:

Too much _____ can breed groupthink because a desire to get along pushes aside critical thinking.

The integrating style of handling conflict is appropriate:

Research on the Rahim scale found that compromising is the best conflict-handling strategy for every situation.

Integrative negotiation calls for a progressive win-win strategy.

Dean Tjosvold's _____ model includes the three desired outcomes of agreement,stronger relationships,and learning.

_____ conflict serves organizational interests and is characterized by consultative interactions,a focus on the issues,mutual respect,and useful give and take.

According to ____,the more the members of different groups interact,the less intergroup conflict they will experience.

Which of the following is a desired outcome for success in terms of conflict management?

_____ is a process in which one party perceives that its interests are being opposed or negatively affected by another party.

Devil's advocacy is an attempt to synthesize truths by exploring opposite positions.

Needed: People-Centered Managers and Workplaces

Organizational Culture, Socialization, and Mentoring

Developing Global Managers

Understanding Social Perception and Managing Diversity

Appreciating Individual Differences: Intelligence, ability, personality, core Self-Evaluations, attitudes, and Emotions

Motivation I: Needs, Job Design, and Satisfaction

Motivation Ii: Equity, Expectancy, and Goal Setting

Improving Performance With Feedback, Rewards, and Positive Reinforcement

Effective Groups and Teams

Making Decisions

Communicating in the Digital Age

Influence, Power, and Politics: an Organizational Survival Kit

Leadership

Designing Effective Organizations

Managing Change and Organizational Learning

Filters

Exam 11: Managing Conflict and Negotiating

Define programmed conflict.Why is conflict necessary in organizations?

Which of the following is NOT a conflict-handling style identified by Rahim?

An integrative negotiation involves a _____ strategy.

Too little conflict tends to create apathy,lack of creativity,indecision,and missed deadlines.

The sources and issues of conflict can be real or imagined.

Gary has been sent to China on an important assignment.According to Tung's research,which of the following is the most useful practice to be followed to facilitate interactions with host-country nationals?

As operations head whose employees are having a personality conflict,which of the following tips would you offer them?

Workplace incivility is defined as high-intensity deviant behavior intended to harm the target person in ways that violate norms of mutual respect.

Group conflict can often be reduced by making decisions on the basis of _____ rather than:

According to Rahim's model,the two dimensions affecting conflict-handling styles are:

Too much _____ can breed groupthink because a desire to get along pushes aside critical thinking.

The integrating style of handling conflict is appropriate:

Research on the Rahim scale found that compromising is the best conflict-handling strategy for every situation.

Integrative negotiation calls for a progressive win-win strategy.

Dean Tjosvold's _____ model includes the three desired outcomes of agreement,stronger relationships,and learning.

_____ conflict serves organizational interests and is characterized by consultative interactions,a focus on the issues,mutual respect,and useful give and take.

According to ____,the more the members of different groups interact,the less intergroup conflict they will experience.

Which of the following is a desired outcome for success in terms of conflict management?

_____ is a process in which one party perceives that its interests are being opposed or negatively affected by another party.

Devil's advocacy is an attempt to synthesize truths by exploring opposite positions.

Needed: People-Centered Managers and Workplaces

Organizational Culture, Socialization, and Mentoring

Developing Global Managers

Understanding Social Perception and Managing Diversity

Appreciating Individual Differences: Intelligence, ability, personality, core Self-Evaluations, attitudes, and Emotions

Motivation I: Needs, Job Design, and Satisfaction

Motivation Ii: Equity, Expectancy, and Goal Setting

Improving Performance With Feedback, Rewards, and Positive Reinforcement

Effective Groups and Teams

Making Decisions

Communicating in the Digital Age

Influence, Power, and Politics: an Organizational Survival Kit

Leadership

Designing Effective Organizations

Managing Change and Organizational Learning

Filters