Question 1

The two basic types of negotiation are _____ and:

Accepted Answer

A)  peer review; ombudsman. 
B)  arbitration; mediation. 
C)  distributive; integrative. 
D)  facilitation; ostracism. 
E)  voluntary; mandatory. 
A)  peer review; ombudsman. 
B)  arbitration; mediation. 
C)  distributive; integrative. 
D)  facilitation; ostracism. 
E)  voluntary; mandatory.

Question 2

Which of the following styles involves playing down differences while emphasizing commonality?

Accepted Answer

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

Question 3

Who recognized the inevitability of conflict and advised managers to learn to live with it?

Accepted Answer

A)  Organizational behavior specialists 
B)  Human relationists 
C)  Scientific management experts 
D)  TQM advocates 
E)  Quantitative model theorists 
A)  Organizational behavior specialists 
B)  Human relationists 
C)  Scientific management experts 
D)  TQM advocates 
E)  Quantitative model theorists

Question 4

A give-and-take process between interdependent parties with different preferences is called:

Accepted Answer

A)  peer review. 
B)  negotiation. 
C)  arbitration. 
D)  mediation. 
E)  ombudsman. 
A)  peer review. 
B)  negotiation. 
C)  arbitration. 
D)  mediation. 
E)  ombudsman.

Question 5

What is negotiation? Describe the different types of negotiation.

Accepted Answer

Negotiation is a give-and-take decision-

Question 6

Which of the following is a drawback of organizational response to work-family issues?

Accepted Answer

A)  Organizations focus on the importance of work-family balance across generations rather than the employee and his/her spouse. 
B)  Proactive discussions of potential work-family conflicts with colleagues and superiors prior to their occurrence. 
C)  Organizations focus on beginning work-family balance at home. 
D)  Organizational culture focuses on family-friendly programs rather than specific programs. 
E)  Efforts by organizations focus on balancing work-family issues rather than on integrating them. 
A)  Organizations focus on the importance of work-family balance across generations rather than the employee and his/her spouse. 
B)  Proactive discussions of potential work-family conflicts with colleagues and superiors prior to their occurrence. 
C)  Organizations focus on beginning work-family balance at home. 
D)  Organizational culture focuses on family-friendly programs rather than specific programs. 
E)  Efforts by organizations focus on balancing work-family issues rather than on integrating them.

Question 7

Workplace aggression and violence can be manifestations of:

Accepted Answer

A)  zero conflict. 
B)  too little conflict. 
C)  too much conflict. 
D)  lack of direction. 
E)  lack of productivity. 
A)  zero conflict. 
B)  too little conflict. 
C)  too much conflict. 
D)  lack of direction. 
E)  lack of productivity.

Question 8

When a conflict threatens an organization's interests,it is referred to as a(n)_____ conflict.

Accepted Answer

A)  dysfunctional 
B)  positive 
C)  personality 
D)  functional 
E)  value systems 
A)  dysfunctional 
B)  positive 
C)  personality 
D)  functional 
E)  value systems

Question 9

A major drawback of the conflict handling style of compromising is that "winning the debate" may overshadow the issue at hand.

Accepted Answer

A) True 
 B)False

Question 10

Individuals who feel undeserving and/or fear the consequences of success often avoid conflict for fear of getting what they want.

Accepted Answer

A) True 
 B)False

Question 11

An arbitrator is someone who works for the organization,is widely respected and trusted by his/her coworkers,hears grievances on a confidential basis,and attempts to arrange solutions.

Accepted Answer

A) True 
 B)False

Question 12

According to Tjosvold's model,the three desired outcomes of conflict are avoidance,acceptance,and agreement.

Accepted Answer

A) True 
 B)False

Question 13

Work-family conflict can take two distinct forms: work interference with family and family interference with work.

Accepted Answer

A) True 
 B)False

Question 14

The number one priority for managers faced with intergroup conflict is to identify and root out specific negative linkages among groups.

Accepted Answer

A) True 
 B)False

Question 15

Functional conflict is commonly referred to in management circles as constructive or cooperative conflict.

Accepted Answer

A) True 
 B)False

Question 16

Elaborate on the seeds of personality conflict.

Accepted Answer

Personality conflict is defined as inter

Question 17

In-group thinking that represents a form of ethnocentrism can be a cross-cultural barrier and virtually guarantees conflict.

Accepted Answer

A) True 
 B)False

Question 18

The _____ style of handling conflict is appropriate when parties have opposite goals or possess equal power.

Accepted Answer

A)  Forcing 
B)  Avoiding 
C)  Obliging 
D)  Integrating 
E)  Compromising 
A)  Forcing 
B)  Avoiding 
C)  Obliging 
D)  Integrating 
E)  Compromising

Question 19

_____ recommended the devil's advocate role for preventing groupthink.

Accepted Answer

A)  Rosalie Tung 
B)  Frederick Taylor 
C)  Janis Irving 
D)  Afzalur Rahim 
E)  Fred Krupp 
A)  Rosalie Tung 
B)  Frederick Taylor 
C)  Janis Irving 
D)  Afzalur Rahim 
E)  Fred Krupp

Question 20

Cross-cultural conflict can be described as interpersonal opposition driven by personal dislikes and/or disagreements.

Accepted Answer

A) True 
 B)False

The two basic types of negotiation are _____ and:

Which of the following styles involves playing down differences while emphasizing commonality?

Who recognized the inevitability of conflict and advised managers to learn to live with it?

A give-and-take process between interdependent parties with different preferences is called:

What is negotiation? Describe the different types of negotiation.

Which of the following is a drawback of organizational response to work-family issues?

Workplace aggression and violence can be manifestations of:

When a conflict threatens an organization's interests,it is referred to as a(n)_____ conflict.

A major drawback of the conflict handling style of compromising is that "winning the debate" may overshadow the issue at hand.

Individuals who feel undeserving and/or fear the consequences of success often avoid conflict for fear of getting what they want.

An arbitrator is someone who works for the organization,is widely respected and trusted by his/her coworkers,hears grievances on a confidential basis,and attempts to arrange solutions.

According to Tjosvold's model,the three desired outcomes of conflict are avoidance,acceptance,and agreement.

Work-family conflict can take two distinct forms: work interference with family and family interference with work.

The number one priority for managers faced with intergroup conflict is to identify and root out specific negative linkages among groups.

Functional conflict is commonly referred to in management circles as constructive or cooperative conflict.

Elaborate on the seeds of personality conflict.

In-group thinking that represents a form of ethnocentrism can be a cross-cultural barrier and virtually guarantees conflict.

The _____ style of handling conflict is appropriate when parties have opposite goals or possess equal power.

_____ recommended the devil's advocate role for preventing groupthink.

Cross-cultural conflict can be described as interpersonal opposition driven by personal dislikes and/or disagreements.

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

The two basic types of negotiation are _____ and:

Which of the following styles involves playing down differences while emphasizing commonality?

Who recognized the inevitability of conflict and advised managers to learn to live with it?

A give-and-take process between interdependent parties with different preferences is called:

What is negotiation? Describe the different types of negotiation.

Which of the following is a drawback of organizational response to work-family issues?

Workplace aggression and violence can be manifestations of:

When a conflict threatens an organization's interests,it is referred to as a(n)_____ conflict.

A major drawback of the conflict handling style of compromising is that "winning the debate" may overshadow the issue at hand.

Individuals who feel undeserving and/or fear the consequences of success often avoid conflict for fear of getting what they want.

An arbitrator is someone who works for the organization,is widely respected and trusted by his/her coworkers,hears grievances on a confidential basis,and attempts to arrange solutions.

According to Tjosvold's model,the three desired outcomes of conflict are avoidance,acceptance,and agreement.

Work-family conflict can take two distinct forms: work interference with family and family interference with work.

The number one priority for managers faced with intergroup conflict is to identify and root out specific negative linkages among groups.

Functional conflict is commonly referred to in management circles as constructive or cooperative conflict.

Elaborate on the seeds of personality conflict.

In-group thinking that represents a form of ethnocentrism can be a cross-cultural barrier and virtually guarantees conflict.

The _____ style of handling conflict is appropriate when parties have opposite goals or possess equal power.

_____ recommended the devil's advocate role for preventing groupthink.

Cross-cultural conflict can be described as interpersonal opposition driven by personal dislikes and/or disagreements.

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