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Conflict can be functional, or a positive force, in all of the following situations except
when a group and organizational cohesion is broken down
All of the following are negative conflict diagnostic questions except:
Do the potential losses exceed any potential benefits?
As a manager, your ability to diagnose conflict as good or bad is contingent upon your looking at all of the following except:
the presence of groupthink
One occasion in which managers should work to stimulate conflict is when:
the group suffers from groupthink
Two departments in a university are engaged in a conflict because one had its budget cut. This is an example of conflict based on:
t a software company there is one person for databases, one for statistical packages, and another for expert systems. The structural cause for conflict between these individuals is
You have a problem with your computer, so you call the company that made it. They inform you that the problem is caused by software, so you call the software division and they tell you it's the hardware. This is an example of:
Two machine operators disagree over the cause of an equipment breakdown. This conflict is based on differences in:
Long lasting and difficult conflicts between individuals usually stem from differences in
Which of the following is the best example of a where you might find an intergenerational conflict?
Conflict between baseball's players' union and management
To avoid dysfunctional conflicts in virtual teams, a manager should:
make sure their tasks fit their methods of interacting
hen a child gets sick at school, the parent often must leave work to care for the child. This would be an example of:
Suppose a manager receives counseling from her department head that she needs to socialize less with the nonmanagement employees. She also is told by her project manager that she needs to be a better team member, and that she can accomplish this by socializing more with the other nonmanagement team members. This is an example of:
The conflict that develops when a role behavior clashes with individual values is called:
When an intrapersonal conflict forces us to choose between right and right, the situation is called a:
Person-role conflicts typically stem from differences in _____ between the focal person and the organization or work group.
The behavioral tendencies associated with an equal versus equal power relationship is:
the tendency to compete
Interventions such as improving coordination between the parties and working toward common interests are most appropriate for which type of interpersonal conflict?
equal versus equal relationship
Middle managers frequently are caught in a power squeeze. This conflict takes the form of:
A defense mechanism in which an individual continues dysfunctional behavior that will clearly not solve a conflict is known as:
Which of the following defense mechanisms takes the form of aggressive behavior directed at someone else who is not the source of the conflict?
When a person continually responds with pessimism to attempts at solving a problem, he/she is displaying:
The tendency for an individual to make up for a bad relationship at home by spending more time at the office is considered what type of defense mechanism?
The mechanisms used by individuals to make the best of a conflict situation are considered:
An ineffective technique for dealing with conflict where a delaying action is used to buy time is referred to as:
Two of your employees are having a disagreement over the scheduling of a production run. An appropriate way to resolve this conflict is
negotiate with the parties
Disagreements over wages and working conditions between a union and an employer are usually resolved through:
A negotiation approach where each party seeks to maximize its resources is called:
When contrasting American and Japanese business cultures, Americans tend to _____, whereas the Japanese prefer _____.
be individualistic; collectivism
The key to managing conflict in a multicultural workforce is
understanding cultural differences and appreciating their value
One way of classifying styles of conflict management is to examine the styles' cooperativeness and the styles':
The accommodating conflict management style is one where you are concerned that the other party's goals be met but relatively unconcerned with getting your own way. Research has shown that individuals will sometimes overestimate the importance of the relationship and focus too heavily on the overuse of accommodating at the expense of the actual outcomes. The overuse of accommodating has been shown to be more prevalent when:
two females are involved in the conflict
Which of the following styles of conflict management results in both parties (persons or groups) to the dispute giving something up to reach an understanding?
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