Robbins Chapter13

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5) The traditional view of conflict is the belief that conflict is ________. 5) The traditional view of conflict is the belief that conflict is ________. A) harmful A) harmful B) natural B) natural C) necessary C) necessary D) situationally dependent D) situationally dependent E) neutral E) neutral Answer: A Answer: A Diff:

Diff: 2 2 Page Page Ref: Ref: 195195 Topic:

Topic: Transitions iTransitions in Cn Conflict Tonflict Thoughthought

6) Which one of the following is not a perspective of the traditional view of conflict? 6) Which one of the following is not a perspective of the traditional view of conflict? A) Conflict is inevitable.

A) Conflict is inevitable. B) Conflict must be avoided. B) Conflict must be avoided. C) Conflict is dysfunctional. C) Conflict is dysfunctional. D) Conflict is harmful. D) Conflict is harmful.

E) Conflict is synonymous with irrationality. E) Conflict is synonymous with irrationality. Answer: A

Answer: A Diff:

7) Which one of the following views on conflict prevailed in the 1930s and 1940s and may be 7) Which one of the following views on conflict prevailed in the 1930s and 1940s and may be considered outmoded today?

considered outmoded today? A) human relations A) human relations B) interactionist B) interactionist C) traditional C) traditional D) functional D) functional E) asymptotic E) asymptotic Answer: C Answer: C Diff:

8) The ________ view of conflict argues that conflict is a natural and inevitable outcome in any 8) The ________ view of conflict argues that conflict is a natural and inevitable outcome in any group. group. A) human relations A) human relations B) interactionist B) interactionist C) traditional C) traditional D) functional D) functional E) human resources E) human resources Answer: A Answer: A Diff:

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9) The ________ view of conflict argues that conflict is a dysfunctional outcome that may arise 9) The ________ view of conflict argues that conflict is a dysfunctional outcome that may arise from management failure.

from management failure. A) human relations A) human relations B) interactionist B) interactionist C) traditional C) traditional D) functional D) functional E) conjunctive E) conjunctive Answer: C Answer: C Diff:

10) The human relations view of conflict advocates ________ conflict. 10) The human relations view of conflict advocates ________ conflict. A) encouraging

A) encouraging

B) open communication for resolving B) open communication for resolving C) group therapy for resolving

C) group therapy for resolving D) acceptance of D) acceptance of E) rejection of E) rejection of Answer: D Answer: D Diff:

11) It seems that your work group is in conflict much of the time. One colleague has suggested that 11) 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 your work group can you, as the supervisor, are responsible for eliminating the conflict so that your work group can function harmoniously. Another colleague has suggested that conflict is good for stimulating function harmoniously. Another colleague has suggested that conflict is good for stimulating

creativity and productivity within the work environment. You are unsure about whether you should creativity and productivity within the work environment. You are unsure about whether you should try to eliminate the conflict within your group or learn to deal with it positively. If you support the try to eliminate the conflict within your group or learn to deal with it positively. If you support the idea that conflict should be eliminated, you are supporting which of the following views of

idea that conflict should be eliminated, you are supporting which of the following views of conflict?

conflict?

A) the traditional view A) the traditional view B) the human relations view B) the human relations view C) the interactionist view C) the interactionist view

D) the moderated acceptance view D) the moderated acceptance view E) the positivistic view

E) the positivistic view Answer: A

Answer: A Diff:

Topic: Transitions iTransitions in Cn Conflict Tonflict Thoughthought AASCB

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12) It seems that your work group is in conflict much of the time. One colleague has suggested that 12) 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 your work group can you, as the supervisor, are responsible for eliminating the conflict so that your work group can function harmoniously. Another colleague has suggested that conflict is good for stimulating function harmoniously. Another colleague has suggested that conflict is good for stimulating

creativity and productivity within the work environment. You are unsure about whether you should creativity and productivity within the work environment. You are unsure about whether you should try to eliminate the conflict within your group or learn to deal with it positively. You have decided try to eliminate the conflict within your group or learn to deal with it positively. You have decided to accept conflict as a natural occurrence and deal with it. You are supporting

to accept conflict as a natural occurrence and deal with it. You are supporting A) the traditional view.

A) the traditional view. B) the human relations view. B) the human relations view. C) the interactionist view. C) the interactionist view.

D) the behavior modification view. D) the behavior modification view. E) the positivistic view.

E) the positivistic view. Answer: B

Answer: B Diff:

AASCB Tag: Tag: Reflective TReflective Thinking Skillshinking Skills

13) You decide to do more research on the view that conflict should be encouraged as a means to 13) You decide to do more research on the view that conflict should be encouraged as a means to achieve change and innovation. This view is termed

achieve change and innovation. This view is termed A) the traditional view.

A) the traditional view. B) the human relations view. B) the human relations view. C) the interactionist view. C) the interactionist view. D) the acceptance view. D) the acceptance view. E) the promotional view. E) the promotional view. Answer: C

Answer: C Diff:

14) When your work group disagrees, the disagreements usually concern how the group's work 14) When your work group disagrees, the disagreements usually concern how the group's work should be accomplished. The type of conflict experienced by your group is

should be accomplished. The type of conflict experienced by your group is A) task conflict. A) task conflict. B) relationship conflict. B) relationship conflict. C) process conflict. C) process conflict. D) traditional conflict. D) traditional conflict. E) reactive conflict. E) reactive conflict. Answer: C Answer: C Diff:

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15) The ________ view of conflict encourages a group to perform effectively by maintaining an 15) The ________ view of conflict encourages a group to perform effectively by maintaining an ongoing minimum level of conflict.

ongoing minimum level of conflict. A) human relations A) human relations B) interactionist B) interactionist C) traditional C) traditional D) functional D) functional E) reactive E) reactive Answer: B Answer: B Diff:

16) The interactionist view of conflict proposes that functional conflict is ________. 16) The interactionist view of conflict proposes that functional conflict is ________. A) an indication of the group maturity level

A) an indication of the group maturity level B) necessary for effective group performance B) necessary for effective group performance C) a necessary evil

C) a necessary evil

D) always focused around relationships D) always focused around relationships E) universally harmful

E) universally harmful Answer: B

Answer: B Diff:

17) According to the interactionist view, it may be appropriate to 17) According to the interactionist view, it may be appropriate to A) eliminate all conflict.

A) eliminate all conflict. B) avoid all conflict. B) avoid all conflict.

C) encourage functional conflict. C) encourage functional conflict. D) create anti-conflict cultures. D) create anti-conflict cultures. E) reward conflict avoiders. E) reward conflict avoiders. Answer: C

Answer: C Diff:

18) According to the interactionist's perspective, a group that functions without conflict is 18) According to the interactionist's perspective, a group that functions without conflict is ________.

________.

A) living up to behavioral ideals A) living up to behavioral ideals

B) prone to becoming static and apathetic B) prone to becoming static and apathetic

C) likely to be responsive to the need for change and innovation C) likely to be responsive to the need for change and innovation D) the most productive

D) the most productive E) a rare phenomenon E) a rare phenomenon Answer: B

Answer: B Diff:

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19) Encouraging group leaders to maintain an ongoing minimum level of conflict is part of the 19) Encouraging group leaders to maintain an ongoing minimum level of conflict is part of the ________

________ view of cview of conflictonflict.. A) functional A) functional B) traditional B) traditional C) human relations C) human relations D) interactionist D) interactionist E) conjunctivist E) conjunctivist Answer: D Answer: D Diff:

20) ________ conflict supports the goals of the group and improves its performance. 20) ________ conflict supports the goals of the group and improves its performance. A) Formal A) Formal B) Informal B) Informal C) Functional C) Functional D) Dysfunctional D) Dysfunctional E) Reactive E) Reactive Answer: C Answer: C Diff:

21) You have decided to allow conflict to exist so long as it doesn't hinder group performance. You 21) You have decided to allow conflict to exist so long as it doesn't hinder group performance. You will try to eliminate those destructive forms of conflict that are

will try to eliminate those destructive forms of conflict that are A) functional. A) functional. B) dysfunctional. B) dysfunctional. C) task. C) task. D) individualized. D) individualized. E) non-communicative. E) non-communicative. Answer: B Answer: B Diff:

AASCB Tag: Tag: Analytic Analytic SkillsSkills

22) ________ conflict hinders group performance. 22) ________ conflict hinders group performance. A) Formal A) Formal B) Informal B) Informal C) Functional C) Functional D) Dysfunctional D) Dysfunctional E) Reactive E) Reactive Answer: D Answer: D Diff:

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23) Conflict that relates to the content and goals of work is termed ________ conflict. 23) Conflict that relates to the content and goals of work is termed ________ conflict. A) job A) job B) task B) task C) relationship C) relationship D) process D) process E) communication E) communication Answer: B Answer: B Diff:

24) For process conflict to be productive, it must be ________. 24) For process conflict to be productive, it must be ________. A) kept high

A) kept high B) kept low B) kept low

C) kept at low-to-moderate levels C) kept at low-to-moderate levels D) kept at moderate levels

D) kept at moderate levels E) subject to managerial control E) subject to managerial control Answer: B

Answer: B Diff:

25) For task conflict to be productive, it should be ________. 25) For task conflict to be productive, it should be ________. A) kept high

A) kept high B) kept low B) kept low

C) kept at low-to-moderate levels C) kept at low-to-moderate levels D) kept at moderate levels

D) kept at moderate levels E) subject to managerial control E) subject to managerial control Answer: C

Answer: C Diff:

26) Which of the following is a type of conflict identified by the interactionist view? 26) Which of the following is a type of conflict identified by the interactionist view? A) resource A) resource B) organizational B) organizational C) personality C) personality D) process D) process E) institutional E) institutional Answer: D Answer: D Diff:

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27) ________ conflict focuses on interpersonal interaction. 27) ________ conflict focuses on interpersonal interaction. A) Task A) Task B) Job B) Job C) Relationship C) Relationship D) Process D) Process E) Communication E) Communication Answer: C Answer: C Diff:

28) ________ conflict relates to how the work gets done. 28) ________ conflict relates to how the work gets done. A) Task A) Task B) Job B) Job C) Relationship C) Relationship D) Process D) Process E) Reactive E) Reactive Answer: D Answer: D Diff:

29) ________ conflicts are almost always dysfunctional. 29) ________ conflicts are almost always dysfunctional. A) Task A) Task B) Job B) Job C) Relationship C) Relationship D) Process D) Process E) Personal E) Personal Answer: C Answer: C Diff:

30) An important criterion in determining whether conflict is functional or dysfunctional is 30) An important criterion in determining whether conflict is functional or dysfunctional is ________. ________. A) overall morale A) overall morale B) turnover rates B) turnover rates C) absenteeism levels C) absenteeism levels D) management's assessment D) management's assessment E) performance E) performance Answer: E Answer: E Diff:

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31) The first stage of the conflict process is known as 31) The first stage of the conflict process is known as A) cognition and personalization.

A) cognition and personalization. B) behavioral manifestation. B) behavioral manifestation.

C) potential opposition or incompatibility. C) potential opposition or incompatibility. D) intention. D) intention. E) habituation. E) habituation. Answer: C Answer: C Diff:

Topic: The The Conflict Conflict ProcessProcess

32) Which of the following is not considered one of the potential sources of conflict? 32) Which of the following is not considered one of the potential sources of conflict? A) too much communication

A) too much communication B) jurisdictional ambiguity B) jurisdictional ambiguity C) value similarities C) value similarities D) group size D) group size

E) too little communication E) too little communication Answer: C

Answer: C Diff:

33) The categories of causes or sources of conflict include all of the following EXCEPT 33) The categories of causes or sources of conflict include all of the following EXCEPT A) communication. A) communication. B) structure. B) structure. C) group interaction. C) group interaction. D) personal variables. D) personal variables. E) none of the above. E) none of the above. Answer: C

Answer: C Diff:

34) Which of the following is likely to lead to conflict? 34) Which of the following is likely to lead to conflict? A) older group members

A) older group members B) low turnover

B) low turnover

C) mutually independent groups C) mutually independent groups D) small group size

D) small group size

E) high job specialization E) high job specialization Answer: E

Answer: E Diff:

Topic: The The Conflict Conflict ProcessProcess AASCB

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35) Research has found that tenure and conflict are 35) Research has found that tenure and conflict are A) highly positively correlated.

A) highly positively correlated. B) counterproductive.

B) counterproductive. C) inversely related. C) inversely related.

D) always present together. D) always present together. E) unrelated.

E) unrelated. Answer: C Answer: C Diff:

36) Which of the following is a personal variable that can lead to potential conflict? 36) Which of the following is a personal variable that can lead to potential conflict? A) personality type

A) personality type

B) degree of intergroup dependence B) degree of intergroup dependence C) group size C) group size D) organizational tenure D) organizational tenure E) culture E) culture Answer: A Answer: A Diff:

37) Stage II of the conflict process deals with conflict being ________. 37) Stage II of the conflict process deals with conflict being ________. A) perceived and felt

A) perceived and felt

B) apparent and experienced B) apparent and experienced C) expressed and perceived C) expressed and perceived D) overt and covert

D) overt and covert E) internalized E) internalized Answer: A Answer: A Diff:

38) In which stage of conflict do individuals become emotionally involved? 38) In which stage of conflict do individuals become emotionally involved? A) potential opposition

A) potential opposition

B) cognition and personalization B) cognition and personalization C) intuitions

C) intuitions D) behavior D) behavior

E) reaction and transference E) reaction and transference Answer: B

Answer: B Diff:

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39) ________ intervene(s) between people's perceptions and their overt behavior. 39) ________ intervene(s) between people's perceptions and their overt behavior. A) Intuition A) Intuition B) Intention B) Intention C) Cognition C) Cognition D) Attributions D) Attributions E) Attitudes E) Attitudes Answer: B Answer: B Diff:

40) The conflict-handling intention of collaborating is ________. 40) The conflict-handling intention of collaborating is ________. A) assertive and uncooperative

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

Answer: B Diff:

41) The conflict-handling intention of avoiding is ________. 41) The conflict-handling intention of avoiding is ________. A) assertive and uncooperative

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

Answer: C Diff:

42) The conflict-handling intention of accommodating is ________. 42) The conflict-handling intention of accommodating is ________. A) assertive and uncooperative

A) assertive and uncooperative B) assertive and cooperative B) assertive and cooperative C) unassertive and uncooperative C) unassertive and uncooperative D) unassertive and cooperative D) unassertive and cooperative E) reflective and emotional E) reflective and emotional Answer: D

Answer: D Diff:

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43) In assessing conflict-handling intentions, cooperativeness is the degree to which ________. 43) In assessing conflict-handling intentions, cooperativeness is the degree to which ________. A) one party attempts to satisfy the other party's concerns

A) one party attempts to satisfy the other party's concerns B) one party attempts to resolve conflict

B) one party attempts to resolve conflict C) both parties work toward a common goal C) both parties work toward a common goal D) there is an absence of conflict

D) there is an absence of conflict

E) one party can empathize with the other E) one party can empathize with the other Answer: A

Answer: A Diff:

44) In assessing conflict-handling intentions, the dimension of assertiveness refers to situations 44) In assessing conflict-handling intentions, the dimension of assertiveness refers to situations ________.

________.

A) in which one party attempts to satisfy his/her own concerns A) in which one party attempts to satisfy his/her own concerns B) in which there is an expression of competition

B) in which there is an expression of competition C) involving a major behavior change

C) involving a major behavior change D) that lead to conflict

D) that lead to conflict

E) in which one party behaves generously E) in which one party behaves generously Answer: A

Answer: A Diff:

45) Which is not one of the five conflict-handling intentions? 45) Which is not one of the five conflict-handling intentions? A) collaborating A) collaborating B) competing B) competing C) accommodating C) accommodating D) avoiding D) avoiding E) resisting E) resisting Answer: E Answer: E Diff:

46) Which type of conflict-handling intention results in a person seeking to suppress conflict and 46) Which type of conflict-handling intention results in a person seeking to suppress conflict and hoping it will go away?

hoping it will go away? A) competing A) competing B) avoiding B) avoiding C) accommodating C) accommodating D) compromising D) compromising E) collaborating E) collaborating Answer: B Answer: B Diff:

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47) Trying to achieve your goal at the expense of your co-worker achieving hers is an example of 47) Trying to achieve your goal at the expense of your co-worker achieving hers is an example of ________. ________. A) competing A) competing B) avoiding B) avoiding C) accommodating C) accommodating D) compromising D) compromising E) collaborating E) collaborating Answer: A Answer: A Diff:

48) Which of the following conflict-handling intentions might involve attempting to find a 48) Which of the following conflict-handling intentions might involve attempting to find a win-win solution? win solution? A) avoiding A) avoiding B) collaborating B) collaborating C) accommodating C) accommodating D) compromising D) compromising E) mollifying E) mollifying Answer: B Answer: B Diff:

49) If one party is willing to give in to please someone else, this is an example of which type of 49) If one party is willing to give in to please someone else, this is an example of which type of conflict-handling intention? conflict-handling intention? A) sacrificing A) sacrificing B) accommodating B) accommodating C) collaborating C) collaborating D) compromising D) compromising E) competing E) competing Answer: B Answer: B Diff:

50) Which stage of the conflict process is best conceptualized as a dynamic process of interaction? 50) Which stage of the conflict process is best conceptualized as a dynamic process of interaction? A) Potential Opposition or Incompatibility

A) Potential Opposition or Incompatibility B) Cognition and Personalization

B) Cognition and Personalization C) Intentions C) Intentions D) Behavior D) Behavior E) Outcomes E) Outcomes Answer: D Answer: D Diff:

Diff: 3 3 Page Page Ref: Ref: 198-199198-199 Topic:

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51) In which stage of the conflict process does conflict become visible? 51) In which stage of the conflict process does conflict become visible? A) illumination

A) illumination B) intentions B) intentions

C) potential opposition or incompatibility C) potential opposition or incompatibility D) behavior

D) behavior

E) cognition and personalization E) cognition and personalization Answer: D

Answer: D Diff:

52) Conflict is constructive when it ________. 52) Conflict is constructive when it ________. A) improves the quality of decisions

A) improves the quality of decisions B) stimulates creativity and innovation B) stimulates creativity and innovation

C) fosters an environment of self-evaluation and change C) fosters an environment of self-evaluation and change D) encourages curiosity among group members

D) encourages curiosity among group members E) all of the above

E) all of the above Answer: E

Answer: E Diff:

53) Which one of the following might not be a functional outcome of the conflict process? 53) Which one of the following might not be a functional outcome of the conflict process? A) stimulates creativity

A) stimulates creativity B) increases innovation B) increases innovation

C) fosters environment of self-evaluation C) fosters environment of self-evaluation D) relieves tensions

D) relieves tensions

E) reduces group cohesiveness E) reduces group cohesiveness Answer: E

Answer: E Diff:

54) Last month, Jennifer's department experienced constructive conflict during a meeting. Which 54) Last month, Jennifer's department experienced constructive conflict during a meeting. Which of the following is not an outcome of this functional conflict?

of the following is not an outcome of this functional conflict? A) The quality of decisions is improved.

A) The quality of decisions is improved. B) Creativity and innovation are stimulated. B) Creativity and innovation are stimulated. C) Tensions are released.

C) Tensions are released. D) Groupthink is increased. D) Groupthink is increased.

E) Interest and curiosity are encouraged. E) Interest and curiosity are encouraged. Answer: D

Answer: D Diff:

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55) When "yes" people are hired and promoted, ________ outcomes are likely to result. 55) When "yes" people are hired and promoted, ________ outcomes are likely to result. A) improved organizational A) improved organizational B) functional B) functional C) dysfunctional C) dysfunctional D) enhanced policy D) enhanced policy E) harmonious E) harmonious Answer: C Answer: C Diff:

Topic: The The Conflict Conflict ProcessProcess 56) Conflict is an antidote for 56) Conflict is an antidote for A) the risky shift.

A) the risky shift. B) groupthink. B) groupthink. C) emotional intelligence. C) emotional intelligence. D) a poor decision. D) a poor decision. E) creativity. E) creativity. Answer: B Answer: B Diff:

57) Which of the following statements is true regarding conflict? 57) Which of the following statements is true regarding conflict? A) It challenges the status quo.

A) It challenges the status quo. B) It can be dysfunctional. B) It can be dysfunctional. C) It can arise from diversity. C) It can arise from diversity.

D) It can lead to the demise of an organization. D) It can lead to the demise of an organization. E) all of the above

E) all of the above Answer: E

Answer: E Diff:

58) One of the departments in Jennifer's organization has almost no conflict. In observing this 58) One of the departments in Jennifer's organization has almost no conflict. In observing this department, which of the following is Jennifer least likely to observe in this department? department, which of the following is Jennifer least likely to observe in this department? A) The members of the department have difficulty responding to change.

A) The members of the department have difficulty responding to change. B) The group often makes decisions based on weak assumptions.

B) The group often makes decisions based on weak assumptions.

C) The group thoroughly considers relevant alternatives when making policy decisions. C) The group thoroughly considers relevant alternatives when making policy decisions. D) The members of the department rarely reassess the department's goals.

D) The members of the department rarely reassess the department's goals.

E) Individuals within the department don't usually question the decisions of their managers. E) Individuals within the department don't usually question the decisions of their managers. Answer: C

Answer: C Diff:

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59) Conflict is dysfunctional when it ________. 59) Conflict is dysfunctional when it ________. A) provides a medium to release tension

A) provides a medium to release tension B) reduces group cohesiveness

B) reduces group cohesiveness

C) fosters an environment of self-evaluation C) fosters an environment of self-evaluation D) provides a means for expressing frustration D) provides a means for expressing frustration E) leads to change

E) leads to change Answer: B

Answer: B Diff:

60) Jennifer's boss asks for her recommendations on strategies for promoting functional conflict 60) Jennifer's boss asks for her recommendations on strategies for promoting functional conflict within the company. Which of the following is Jennifer most likely to recommend?

within the company. Which of the following is Jennifer most likely to recommend? A) punishing individuals who support beliefs that management has rejected

A) punishing individuals who support beliefs that management has rejected B) empowering employees to question their bosses with impunity

B) empowering employees to question their bosses with impunity

C) implementing a policy of promoting personnel who are conflict avoiders C) implementing a policy of promoting personnel who are conflict avoiders

D) training managers to discourage devil's advocates in the decision-making process D) training managers to discourage devil's advocates in the decision-making process E) encouraging managers to reward employees who keep their opinions to themselves E) encouraging managers to reward employees who keep their opinions to themselves Answer: B

Answer: B Diff:

61) Jennifer's boss decides to implement a new policy whereby employees provide regular, 61) Jennifer's boss decides to implement a new policy whereby employees provide regular,

formalized feedback to their supervisors. Employees are encouraged to evaluate and criticize their formalized feedback to their supervisors. Employees are encouraged to evaluate and criticize their superiors. Based on your understanding of functional conflict, is this policy likely to benefit

superiors. Based on your understanding of functional conflict, is this policy likely to benefit Jennifer's company?

Jennifer's company?

A) no, because the evaluations will promote relationship conflict, which is always dysfunctional A) no, because the evaluations will promote relationship conflict, which is always dysfunctional B) yes, because the evaluations will encourage groupthink, which increases turnover

B) yes, because the evaluations will encourage groupthink, which increases turnover

C) no, because the evaluations will create a climate of insecurity for the company's management C) no, because the evaluations will create a climate of insecurity for the company's management D) no, because the evaluations will generate dysfunctional conflict, which breeds discontent D) no, because the evaluations will generate dysfunctional conflict, which breeds discontent E) yes, because the evaluations will encourage functional conflict, which improves organizational E) yes, because the evaluations will encourage functional conflict, which improves organizational perfor

performancemance Answer: E Answer: E Diff:

62) All of the following can be effective techniques to encourage conflict EXCEPT 62) All of the following can be effective techniques to encourage conflict EXCEPT A) reward dissenters.

A) reward dissenters.

B) punish conflict avoiders. B) punish conflict avoiders.

C) build devil's advocate roles into the decision making process. C) build devil's advocate roles into the decision making process. D) reward those who support the status quo.

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63) When a co-worker agrees to assist with a project in exchange for a future favor, they are 63) When a co-worker agrees to assist with a project in exchange for a future favor, they are engaged in which process?

engaged in which process? A) negotiation A) negotiation B) conflict resolution B) conflict resolution C) direct authority C) direct authority D) delegation D) delegation E) pressure E) pressure Answer: A Answer: A Diff:

Diff: 3 3 Page Page Ref: Ref: 201201 Topic: Negotiation Topic: Negotiation AASCB

64) Negotiation can be defined as a process in which two or more parties exchange goods or 64) Negotiation can be defined as a process in which two or more parties exchange goods or services and attempt to agree upon ________.

services and attempt to agree upon ________. A) the exchange rate for those goods and services A) the exchange rate for those goods and services

B) acceptable bargaining strategies for obtaining the goods and services B) acceptable bargaining strategies for obtaining the goods and services C) a model of the negotiation process for resolving differences

C) a model of the negotiation process for resolving differences D) effective arbitrators for disputes

D) effective arbitrators for disputes

E) the monetary value of the exchanged items E) the monetary value of the exchanged items Answer: A

Answer: A Diff:

Diff: 1 1 Page Page Ref: Ref: 202202 Topic: Negotiation Topic: Negotiation

65) The terms negotiation and ________ are used interchangeably. 65) The terms negotiation and ________ are used interchangeably. A) win-lose A) win-lose B) bargaining B) bargaining C) collaboration C) collaboration D) accommodating D) accommodating E) arbitration E) arbitration Answer: B Answer: B Diff:

66) The two general approaches to bargaining are known as ________. 66) The two general approaches to bargaining are known as ________. A) emotional and rational

A) emotional and rational B) affective and reflective B) affective and reflective C) distributive and integrative C) distributive and integrative D) formal and informal

D) formal and informal E) legal and restrictive E) legal and restrictive Answer: C

Answer: C Diff:

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67) The example of labor-management negotiations over wages exemplifies ________ bargaining. 67) The example of labor-management negotiations over wages exemplifies ________ bargaining. A) integrative A) integrative B) reflective B) reflective C) distributive C) distributive D) restrictive D) restrictive E) affective E) affective Answer: C Answer: C Diff:

68) ________ bargaining is negotiation that seeks to divide a "fixed pie." 68) ________ bargaining is negotiation that seeks to divide a "fixed pie." A) Distributive A) Distributive B) Integrative B) Integrative C) Reflective C) Reflective D) Affective D) Affective E) Conjunctive E) Conjunctive Answer: A Answer: A Diff:

69) The point below which either negotiating party would break off negotiations is known as the 69) The point below which either negotiating party would break off negotiations is known as the party's

party's ________ po________ point.int. A) resistance A) resistance B) refusal B) refusal C) target C) target D) negative D) negative E) assistance E) assistance Answer: A Answer: A Diff:

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70) Labor and management at DJ Trucking cannot agree upon a contract for the truck drivers. The 70) 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. 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 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 sides agree that they are competing over a fixed amount of resources. Each side feels that what one side wins, the other loses. The two sides are engaged in

side wins, the other loses. The two sides are engaged in A) integrative bargaining. A) integrative bargaining. B) distributive bargaining. B) distributive bargaining. C) mediation. C) mediation. D) BATNA. D) BATNA. E) arbitration. E) arbitration. Answer: B Answer: B Diff:

71) Which of the following is a characteristic of distributive bargaining? 71) Which of the following is a characteristic of distributive bargaining? A) I win, you lose

A) I win, you lose B) long-term focus B) long-term focus

C) convergent or congruent interests C) convergent or congruent interests

D) most preferable bargaining for intraorganizational behavior D) most preferable bargaining for intraorganizational behavior E) high information sharing

E) high information sharing Answer: A

Answer: A Diff:

Diff: 2 2 Page Page Ref: Ref: 202-203202-203 Topic: Negotiation

Topic: Negotiation AASCB

72) Labor and management at DJ Trucking cannot agree upon a contract for the truck drivers. The 72) 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. 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. At first, Each side contends that they are bargaining fairly, but no agreement seems to be possible. At first, the disputing parties resist your offer to help create a win-win situation for both groups. They are the disputing parties resist your offer to help create a win-win situation for both groups. They are each highly focused on their demands in the negotiation, otherwise known as their ________. each highly focused on their demands in the negotiation, otherwise known as their ________. A) bargaining chips A) bargaining chips B) distribution points B) distribution points C) resistance points C) resistance points D) settlement ranges D) settlement ranges E) target points E) target points Answer: E Answer: E Diff:

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73) You have decided to try to find a win-win situation to help labor and management resolve their 73) 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

differences. You are attempting to engage in A) integrative bargaining. A) integrative bargaining. B) distributive bargaining. B) distributive bargaining. C) mediation. C) mediation. D) BATNA. D) BATNA. E) arbitration. E) arbitration. Answer: A Answer: A Diff:

74) Which bargaining strategy is preferable for use in intra-organizational behavior? 74) Which bargaining strategy is preferable for use in intra-organizational behavior? A) positive negotiation A) positive negotiation B) distributive bargaining B) distributive bargaining C) integrative bargaining C) integrative bargaining D) equal bargaining D) equal bargaining E) equity splitting E) equity splitting Answer: C Answer: C Diff:

75) The focus on relationships in distributive bargaining is ________. 75) The focus on relationships in distributive bargaining is ________. A) accommodation A) accommodation B) long term B) long term C) short term C) short term D) win-win D) win-win E) lose-lose E) lose-lose Answer: C Answer: C Diff:

76) Integrative bargaining focuses on ________. 76) Integrative bargaining focuses on ________. A) competition A) competition B) short-term benefits B) short-term benefits C) zero-sum gains C) zero-sum gains

D) ensuring balanced inputs D) ensuring balanced inputs E) long-term relationships E) long-term relationships Answer: E

Answer: E Diff:

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77) Which of the following is not a step in the negotiation process? 77) Which of the following is not a step in the negotiation process? A) definition of ground rules

A) definition of ground rules B) clarification and justification B) clarification and justification C) bargaining and problem solving C) bargaining and problem solving D) process evaluation

D) process evaluation

E) preparation and planning E) preparation and planning Answer: D

Answer: D Diff:

78) Your ________ determines the lowest value acceptable to you for a negotiated agreement. 78) Your ________ determines the lowest value acceptable to you for a negotiated agreement. A) BATNA A) BATNA B) margin of error B) margin of error C) bid price C) bid price D) asking price D) asking price E) hidden value E) hidden value Answer: A Answer: A Diff:

79) During which phase of the negotiation process do the parties exchange their initial proposals or 79) During which phase of the negotiation process do the parties exchange their initial proposals or demands?

demands?

A) opening and initiating A) opening and initiating B) definition of ground rules B) definition of ground rules C) clarification and justification C) clarification and justification D) bargaining and problem-solving D) bargaining and problem-solving E) integration of preferences

E) integration of preferences Answer: B

Answer: B Diff:

80) Which of the following statements is true pertaining to the role of personality traits in 80) Which of the following statements is true pertaining to the role of personality traits in negotiations?

negotiations?

A) Personality of the negotiators will definitely determine who prevails. A) Personality of the negotiators will definitely determine who prevails.

B) Recent research has shown that extraverts are less effective negotiators in distributive B) Recent research has shown that extraverts are less effective negotiators in distributive bargain

bargaining than iing than introverntroverts.ts.

C) High risk takers will definitely be better negotiators. C) High risk takers will definitely be better negotiators.

D) Individuals who are agreeable and with an internal locus of control will be better negotiators. D) Individuals who are agreeable and with an internal locus of control will be better negotiators. E) Individuals who are concerned with appearing competent make excellent negotiators.

E) Individuals who are concerned with appearing competent make excellent negotiators. Answer: B

Answer: B Diff:

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81) Which of the following statements is false concerning gender differences in negotiations? 81) Which of the following statements is false concerning gender differences in negotiations? A) Women are penalized when they initiate negotiations.

A) Women are penalized when they initiate negotiations.

B) Women's attitudes toward negotiation and toward themselves as negotiators appear to be quite B) Women's attitudes toward negotiation and toward themselves as negotiators appear to be quite different from men's.

different from men's.

C) Managerial women demonstrate less confidence in anticipation of negotiating. C) Managerial women demonstrate less confidence in anticipation of negotiating. D) Women and men negotiate differently.

D) Women and men negotiate differently.

E) Men tend to negotiate slightly better outcomes than women. E) Men tend to negotiate slightly better outcomes than women. Answer: D

Answer: D Diff:

82) In a study examining nonverbal negotiation tactics, which culture was found to make more 82) In a study examining nonverbal negotiation tactics, which culture was found to make more physica

physical contactl contact?? A) Americans A) Americans B) Canadians B) Canadians C) Japanese C) Japanese D) Brazilians D) Brazilians E) Russians E) Russians Answer: D Answer: D Diff:

Topic: Global Global ImplicationsImplications AASCB

AASCB Tag: Tag: Multicultural and Multicultural and Diversity UDiversity Understandingnderstanding

83) Which of the following is correct about cultural differences in negotiation? 83) Which of the following is correct about cultural differences in negotiation? A) The Japanese tend to communicate directly.

A) The Japanese tend to communicate directly. B) The Chinese draw out negotiations.

B) The Chinese draw out negotiations. C) Americans are known for their patience. C) Americans are known for their patience. D) Arabs rely on facts and appeal to logic. D) Arabs rely on facts and appeal to logic. E) Russians tend to reciprocate concessions. E) Russians tend to reciprocate concessions. Answer: B

Answer: B Diff:

84) In an emergency situation, which conflict-handling technique is recommended? 84) In an emergency situation, which conflict-handling technique is recommended? A) collaboration A) collaboration B) competition B) competition C) accommodation C) accommodation D) avoidance D) avoidance E) compromise E) compromise Answer: B Answer: B Diff:

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85) All of the following are recommendations for improving your negotiating effectiveness 85) All of the following are recommendations for improving your negotiating effectiveness EXCEPT

EXCEPT

A) Set ambitious goals. A) Set ambitious goals.

B) Pay particular attention to initial offers. B) Pay particular attention to initial offers. C) Research your opponent.

C) Research your opponent.

D) Address the problem, not personalities. D) Address the problem, not personalities.

E) Be creative and emphasize win-win solutions. E) Be creative and emphasize win-win solutions. Answer: B

Answer: B Diff:

Diff: 2 2 Page Page Ref: Ref: 210-211210-211 Topic:

Topic: Implications Implications for for ManagersManagers 86) Conflict implies opposition. 86) Conflict implies opposition. Answer: TRUE

Answer: TRUE Diff:

Topic: A A Definition of Definition of ConflictConflict

87) Negotiation is a process that begins when one party perceives that another party has negatively 87) Negotiation is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.

affected, or is about to negatively affect, something that the first party cares about. Answer: FALSE

Answer: FALSE Diff:

88) Conflict covers the full range from overt and violent acts to subtle forms of disagreement. 88) Conflict covers the full range from overt and violent acts to subtle forms of disagreement. Answer: TRUE

Answer: TRUE Diff:

89) The presence of conflict is a reliable indicator of a poorly functioning group or organization. 89) The presence of conflict is a reliable indicator of a poorly functioning group or organization. Answer: FALSE

Answer: FALSE Diff:

90) The traditional view toward conflict seeks to retain the functional conflict in a group. 90) The traditional view toward conflict seeks to retain the functional conflict in a group. Answer: FALSE

Answer: FALSE Diff:

91) The traditional view of conflict sees conflict as a dysfunctional outcome. 91) The traditional view of conflict sees conflict as a dysfunctional outcome. Answer: TRUE

Answer: TRUE Diff:

92) The traditional view of conflict states that conflict is natural and inevitable and therefore must 92) The traditional view of conflict states that conflict is natural and inevitable and therefore must be accept

be accepted.ed. Answer: FALSE Answer: FALSE

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93) The interactionist view of conflict proposes that too little conflict can hinder a group's 93) The interactionist view of conflict proposes that too little conflict can hinder a group's perfor

performance.mance. Answer: TRUE Answer: TRUE Diff:

94) The interactionist view of conflict proposes that conflicts are inevitable. 94) The interactionist view of conflict proposes that conflicts are inevitable. Answer: FALSE

Answer: FALSE Diff:

95) Dysfunctional conflict can be constructive. 95) Dysfunctional conflict can be constructive. Answer: FALSE

Answer: FALSE Diff:

96) Relationship conflict focuses on how work gets done through people. 96) Relationship conflict focuses on how work gets done through people. Answer: FALSE

Answer: FALSE Diff:

97) For process conflict to be productive, it must be kept at low levels. 97) For process conflict to be productive, it must be kept at low levels. Answer: FALSE

Answer: FALSE Diff:

98) Process conflict relates to the content and goals of a group's work. 98) Process conflict relates to the content and goals of a group's work. Answer: FALSE

Answer: FALSE Diff:

99) The first stage of the conflict process is cognition. 99) The first stage of the conflict process is cognition. Answer: FALSE

Answer: FALSE Diff:

100) The three conditions that create the opportunity for conflict are communication, structure, and 100) The three conditions that create the opportunity for conflict are communication, structure, and organizational variables.

organizational variables. Answer: FALSE

Answer: FALSE Diff:

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Answer: TRUE Answer: TRUE Diff:

103) Reward systems can create conflict when one person gains at another's expense. 103) Reward systems can create conflict when one person gains at another's expense. Answer: TRUE

Answer: TRUE Diff:

104) Participation and conflict are generally highly correlated, because participation encourages 104) Participation and conflict are generally highly correlated, because participation encourages the promotion of differences.

the promotion of differences. Answer: TRUE

Answer: TRUE Diff:

105) Jurisdictional clarity is an example of a personal variable that can lead to conflict. 105) Jurisdictional clarity is an example of a personal variable that can lead to conflict. Answer: FALSE

Answer: FALSE Diff:

106) The degree of interdependence between groups is an example of a structural variable that can 106) The degree of interdependence between groups is an example of a structural variable that can lead to conflict.

lead to conflict. Answer: TRUE Answer: TRUE Diff:

107) Once a conflict is perceived, it is automatically personalized. 107) Once a conflict is perceived, it is automatically personalized. Answer: FALSE

Answer: FALSE Diff:

108) In the conflict process, emotions play a role in shaping perceptions. 108) In the conflict process, emotions play a role in shaping perceptions. Answer: TRUE

Answer: TRUE Diff:

109) You have to be directly informed of another's intent in order to know how to respond to his or 109) You have to be directly informed of another's intent in order to know how to respond to his or her behavior.

her behavior. Answer: FALSE Answer: FALSE Diff:

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110) As a conflict-handling intention, avoiding is the opposite of competing. 110) As a conflict-handling intention, avoiding is the opposite of competing. Answer: FALSE

Answer: FALSE Diff:

111) Avoiding encompasses both assertive and uncooperative behaviors. 111) Avoiding encompasses both assertive and uncooperative behaviors. Answer: FALSE

Answer: FALSE Diff:

112) If you place your opponent's interest above your own, you are engaging in collaborating. 112) If you place your opponent's interest above your own, you are engaging in collaborating. Answer: FALSE

Answer: FALSE Diff:

113) Accommodating consists of unassertiveness and uncooperativeness. 113) Accommodating consists of unassertiveness and uncooperativeness. Answer: FALSE

Answer: FALSE Diff:

114) Collaborating consists of assertiveness and cooperativeness. 114) Collaborating consists of assertiveness and cooperativeness. Answer: TRUE

Answer: TRUE Diff:

115) Competing consists of assertiveness and uncooperativeness. 115) Competing consists of assertiveness and uncooperativeness. Answer: TRUE

Answer: TRUE Diff:

116) Avoiding consists of unassertiveness and uncooperativeness. 116) Avoiding consists of unassertiveness and uncooperativeness. Answer: TRUE

Answer: TRUE Diff:

117) In the conflict process, individuals' intentions are rigid and will rarely change due to an 117) In the conflict process, individuals' intentions are rigid and will rarely change due to an emotional reaction to the behavior of the other party.

emotional reaction to the behavior of the other party. Answer: FALSE

Answer: FALSE Diff:

118) Many open conflicts in work groups can be functional. 118) Many open conflicts in work groups can be functional.

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119) A devil's advocate may encourage conflict in a group. 119) A devil's advocate may encourage conflict in a group. Answer: TRUE

Answer: TRUE Diff:

120) Conflict always improves the quality of group decision making. 120) Conflict always improves the quality of group decision making. Answer: FALSE

Answer: FALSE Diff:

121) Dysfunctional conflict hinders a group's performance. 121) Dysfunctional conflict hinders a group's performance. Answer: TRUE

Answer: TRUE Diff:

122) Conflict is an antidote for groupthink. 122) Conflict is an antidote for groupthink. Answer: TRUE

Answer: TRUE Diff:

123) A company that purposely encourages big, unruly, and disruptive meetings may be attempting 123) A company that purposely encourages big, unruly, and disruptive meetings may be attempting to create friction and stimulate creative ideas.

to create friction and stimulate creative ideas. Answer: TRUE

Answer: TRUE Diff:

124) Those organizations that don't punish dissent may find their survival threatened. 124) Those organizations that don't punish dissent may find their survival threatened. Answer: FALSE

Answer: FALSE Diff:

125) One common ingredient in organizations that successfully create functional conflict is that 125) One common ingredient in organizations that successfully create functional conflict is that they reward dissent and punish conflict avoiders.

they reward dissent and punish conflict avoiders. Answer: TRUE

Answer: TRUE Diff:

126) Negotiation permeates the interactions of almost everyone in groups and organizations. 126) Negotiation permeates the interactions of almost everyone in groups and organizations. Answer: TRUE

Answer: TRUE Diff:

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127) Compromise is defined as a process in which two or more parties agree to trade particular 127) Compromise is defined as a process in which two or more parties agree to trade particular goods or services.

goods or services. Answer: FALSE Answer: FALSE Diff:

128) There are two general approaches to negotiation: distributive bargaining and integrative 128) There are two general approaches to negotiation: distributive bargaining and integrative bargain

bargaining.ing. Answer: TRUE Answer: TRUE Diff:

129) If you are negotiating the price of a car, you are probably using an integrative bargaining 129) If you are negotiating the price of a car, you are probably using an integrative bargaining strategy.

strategy.

Answer: FALSE Answer: FALSE Diff:

130) An individual's target point represents the lowest outcome that he or she would accept during 130) An individual's target point represents the lowest outcome that he or she would accept during a negotiation process.

a negotiation process. Answer: FALSE Answer: FALSE Diff:

131) If the aspiration ranges of two parties overlap, then a settlement range for the conflict exists. 131) If the aspiration ranges of two parties overlap, then a settlement range for the conflict exists. Answer: TRUE

Answer: TRUE Diff:

132) Integrative bargaining is widely used in to solve problems within today's business 132) Integrative bargaining is widely used in to solve problems within today's business organizations.

organizations. Answer: FALSE Answer: FALSE Diff:

133) For negotiating agreements within organizations, integrative bargaining is preferable to 133) For negotiating agreements within organizations, integrative bargaining is preferable to distributive bargaining.

distributive bargaining. Answer: TRUE

Answer: TRUE Diff:

134) When you can anticipate your opponent's position in the negotiation process, you are better 134) When you can anticipate your opponent's position in the negotiation process, you are better

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135) Your BATNA determines the target value you hope for in a negotiated agreement. 135) Your BATNA determines the target value you hope for in a negotiated agreement. Answer: FALSE

Answer: FALSE Diff:

136) The clarification and justification stage of negotiation when initial positions are clarified must 136) The clarification and justification stage of negotiation when initial positions are clarified must be confr

be confrontationontational.al. Answer: FALSE Answer: FALSE Diff:

137) The best distributive bargainer tends to be a disagreeable introvert. 137) The best distributive bargainer tends to be a disagreeable introvert. Answer: TRUE

Answer: TRUE Diff:

138) The research supports the belief that women are more cooperative and pleasant in 138) The research supports the belief that women are more cooperative and pleasant in negotiations than are men.

negotiations than are men. Answer: FALSE

Answer: FALSE Diff:

139) Even when their performance and the outcomes they achieve are similar to men, female 139) Even when their performance and the outcomes they achieve are similar to men, female managers demonstrate less confidence in anticipating their negotiations and are less satisfied with managers demonstrate less confidence in anticipating their negotiations and are less satisfied with their performance after the process is complete.

their performance after the process is complete. Answer: TRUE

Answer: TRUE Diff:

140) The cultural backgrounds of negotiators have no significant effect on bargaining. 140) The cultural backgrounds of negotiators have no significant effect on bargaining. Answer: FALSE

Answer: FALSE Diff:

AASCB Tag: Tag: Multicultural and Multicultural and Diversity UDiversity Understandingnderstanding 141) How is conflict defined?

141) How is conflict defined? Answer:

Answer: Conflict is defined as Conflict is defined as a process that begins a process that begins when one party perceives that when one party perceives that another partyanother party has negatively affected, or is about to negatively affect, something that the first party cares about. has negatively affected, or is about to negatively affect, something that the first party cares about. This includes the full range of conflict levels

This includes the full range of conflict levelsfrom overt and violent acts to subtle forms of from overt and violent acts to subtle forms of

disagreement. disagreement. Page Ref: 194 Page Ref: 194 Topic: