Reference no: EM132217625

1. Team members that demonstrate high relationship conflict and interpersonal tensions are more likely to conflict intensely and will be associated with performance ______.

enhancements

normalizations

declines

continuations

2. ______ is a conflict resolution style that is ideal for mutually exclusive goals, equally powerful parties, when consensuses cannot be reached, integrating or dominating styles are not successful, and temporary solutions to a complex problem are needed.

Integrating

Avoiding

Compromising

Dominating

3. A ______ conflict resolution style is ideal for trivial issues, speedy decisions, an or an unpopular course of action.

integrating

compromising

obliging

dominating

4. ______ is a type of conflict that is characterized by differences between parties concerning which advertising campaign would best promote a new product. These types of conflicts can result in better decisions because each side has to defend their position.

Substantive conflict

Affective conflict

Process conflict

Personality conflict

5. ______ is low intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect.

Task and relationship bargaining

Distributive bargaining

Integrative bargaining

Incivility

6. Leadership implications of ______, where you see things from another person’s point of view, is essential for both conflict resolution and negotiation.

perspective taking

distributive negotiation

fixed pie

expanding pie

7. ______ refers to enlarging the pool of resources so that a negotiation can end in a “win-win” agreement where each party feels they got the best possible outcome.

Active perspective taking

Distributive negotiation

Fixed pie

Expanding pie

8. When only a limited amount of goods are divided and the goal is to get the largest share, this refers to ______.

active perspective taking

distributive negotiation

fixed pie

expanding pie

9. A perception that one group will negatively affect something we care about will create ______.

group processes

conflict

happiness

feelings of inadequacy

10. The majority of CEOs report a need for more training in which area?

listening

planning

conflict management

motivational skills

11. Which of these is not a source of organizational conflict?

inherent conflict

process conflict

substantive conflict

affective conflict

12. Integrative bargaining differs from distributive bargaining in one significant way: The parties see the process as a zero-sum game.

True

False

13. Being emotionally intelligent is critical for resolving conflict and effective negotiation.

True

False

14. Mediation is when a third-party neutral person is called in to resolve the conflict: the fairness of the process results in people being satisfied with the outcome.

True

False

15. The leader needs to consider the impact that national culture values may have on a person’s perception of conflict and how to avoid it.

True

False

16. According to a study, the Chinese are more likely to value winning over discord.

True

False

17. The relationship between task conflict and team effectiveness outcomes varies as a function of the level of relationship conflict in the team.

True

False