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Chapter 12: Conflict and Negotiation
Terms in this set (20)
Accommodating conflict management style
A conflict management style that allows the other party to have his or her own way without knowing there was a conflict.
The behavior of an individual who stands up for his or her rights in a manner that violates others' rights in an offensive manner.
The behavior of an individual who stands up for his or her rights without violating the rights of others.
Avoiding conflict management style
A passive conflict management style used when one does not want to deal with the conflict so the offense is ignored.
Collaborating conflict management style
A conflict management style in which both parties work together to arrive at a solution without having to give up something of value.
Compromising conflict management style
A conflict management style is used when both parties give up something of importance to arrive at a mutually agreeable solution to the conflict.
Occurs when there is a disagreement or tension between two or more parties (individuals or groups). This disagreement or tension is the result of a perceived threat to one's needs, interests, or concerns.
Employee assistance program (EAP)
An employee benefit that typically provides free and confidential psychological, financial, and legal advice.
Forcing conflict management style
A conflict management style that deals with the issues directly.
A problem or conflict that occurs in a union setting.
Formal steps taken in resolving a conflict between the union and an employer.
Offensive, humiliating, or intimidating behavior.
Hostile behavior harassment
Any behavior of a sexual nature by another employee that someone finds offensive, including verbal slurs, physical contact, offensive photos, jokes, or any other offensive behavior of a sexual nature.
A neutral third party whose objective is to assist two conflicting parties in coming to a mutually agreeable solution.
Working with another party to create a situation (resolution) that is fair to all involved parties.
The behavior exhibited when an individual does not stand up for hi or her rights by consistently allowing others to have their way.
Quid pro quo harassment
A form of sexual harassing behavior that is construed as reciprocity or payback for a sexual favor.
Unwanted advances of a sexual nature.
A coworker who assist others with union-related issues and procedures.
Employees who are intentionally rude and unprofessional to coworkers.