Msd ch7

A) Dividing up a "fixed Pie"

What is the focus of compromising, forcing, accommodating, and avoiding approaches to conflict management? A) Dividing up a "fixed pie" B) "Expanding the pie" C) A qualifying approach, somewhere between assertiveness and cooperativeness D) The Theory Y approach to management

False

When the conflict stems from information deficiency, the conflict is easy to resolve because of the intervention of a third party.

A) You should agree

A manager remarks, "In the problem-solving climate, it is important for the initiator's comment to be brief and to the point. The longer the opening statement, the longer it will take the two parties to work through their problem." What should you do? A) You should agree. B) You should disagree because clearly it is important to get all your feelings out in the opening statement so the responder knows where you stand. The longer the problem statement is, the more complete it is. C) You should disagree because the initiator should ask for suggestions of acceptable alternatives.

B) Only statement 2 is correct

A person is probably an ineffective conflict manager if she/he (1) chooses an approach to resolve conflict based on an assessment of the situation, (2) relies on one or two strategies regardless of changing circumstances, and (3) implements the collaborative approach too often. Which statements are correct?

False

A recent trend is an increasing acceptance of the intellectual value of conflict accompanied by a tendency to embrace it as a means to achieve organizational goals

D) Forcing

According to the results of one research study, what method of resolution was utilized most often by managers? A) Avoidance B) Accommodating C) Collaboration D) Forcing E) Compromise

False

As the new manager of purchasing, your goal is to keep the peace, instill harmony, and make sure no one creates any waves. The type of conflict response you are most likely to use is avoidance.

False

As the responder, you should not agree with the complaint if you can't find anything of substance with which to agree.

C) Only statements 1 and 3 are correct

After presenting the problem, the initiator should (1) not make accusations, (2) draw inferences about the responder's motivations, and (3) not attribute the undesirable behaviors to the respondent's personal inadequacies. Which statements are correct?

False

Although distributive negotiators assume an adversarial, competitive posture, the distributive perspective focuses on finding the best solution for both parties, rather than picking between the parties' preferred solutions.

False

An Asian, Jialin Yow, is a new hire in the research and development division of an international corporation. When faced with conflict, he prefers the nonconfrontational styles of avoiding and compromising. Answer: FALSE

B) Accommodation

Bill is described as an idealistic person. He is trustworthy, optimistic, and loyal. Which conflict style would he most likely prefer?

D) Environmental Stress

Budget fights (people must do more with less) introduce which source of conflict into the situation? A) Personal differences B) Informational deficiency C) Role incompatibility D) Environmental stress E) Personality-defect theory

False

Diversity in the workplace could result in interpersonal conflict based on role incompatibility

D) Environmental stress

Downsizing encourages which type of interpersonal conflict? A) Personal differences B) Information deficiency C) Role incompatibility D) Environmental stress E) Personality-defect theory

A) Forcing

George is very self-confident and persuasive. Recently, he started a new business focusing on the repair of automobile bumpers. When he encounters conflict, which approach to conflict would he prefer? A) Forcing B) Accommodation C) Avoidance D) Compromise E) Collaboration

C) The mediation of a common superior

How can disagreements between line and staff generally be resolved? A) Repairing the breakdown in the communication/information system B) Intervention of an objective third party C) The mediation of a common superior D) Redesigning their jobs

C) That their manager encourages game playing and that what they should really do is ask for twice as much as they need.

If subordinates are continually told to "split the difference," what may they conclude? A) That their manager is more interested in solving problems than in resolving disputes B) That their manager is avoiding the issue C) That their manager encourages game playing and that what they should really do is ask for twice as much as they need D) That their manager discourages game playing and that what they should really do is ask for only what they need

D) Compromising

If the issue is moderately important to all parties, time is not an issue, but the ongoing relationship has a certain level of importance, which conflict response should be used? A) Forcing B) Accommodating C) Avoiding D) Compromising

B) Accommodating

If the norm in the office is "to go along to get along," which conflict response is being utilized? A) Forcing B) Accommodating C) Avoiding D) Compromising

B) Accommodating

If you care more about the relationship than the issue, what conflict response would you most likely use? A) Forcing B) Accommodating C) Avoiding D) Compromising E) Collaborating

A) Forcing

If you have an extremely low tolerance of ambiguity and it is important to you that you get your way on something, which conflict response alternative would you probably use? A) Forcing B) Accommodating C) Avoiding D) Compromising E) Collaborating

C) Persist until the problem is recognized.

If you present a problem to someone, and he/she gets the general drift of your message but fails to comprehend how serious the problem is to you, what should you do? A) Forget about it because that person will never change B) Accept it because he/she did hear your message C) Persist until the problem is recognized D) Increase the level of conflict by forcing the issue

B) describe your behavior, outline specific observable consequences to the behavior, and finally describe your feelings. The order of these three may vary.

In describing your problem what should you do? A) Describe the behavior, outline specific observable consequences to the behavior, and finally describe your feelings. The order of these three should never vary. B) Describe the behavior, outline specific observable consequences to the behavior, and finally describe your feelings. The order of these three may vary. C) Focus on commonalities as the basis for requesting a change. D) Utilize a creative problem-solving presentation.

B) Acknowledge accountability for your feelings

In discussing a problem with someone, what is the first step? A) Be sure your feelings are not known to the person who caused the problem in the first place B) Acknowledge accountability for your feelings C) Encourage two-way discussion D) Persist until understood

C) Avoiding

In discussing a problem you have with a co-worker, you notice that the co-worker acknowledges and agrees with your concerns. However, you believe he agreed with you to terminate the awkward conversation quickly, and you are not sure how sincere he was in acknowledging the problem. He probably used which conflict resolution method? A) Forcing B) Accommodating C) Avoiding D) Collaborating

B) Adopt the most appropriate approach depending on the nature of conflict

In effectively handling a conflict, what should you do? A) Adopt the most appropriate approach based on your dominant personality characteristics. B) Adopt the most appropriate approach depending on the nature of the conflict. C) Always choose collaboration.

True

In managing conflict a manager must be able to understand how cultural differences and other diversity issues may affect the situation

B) Responder

In most cases, who sets the tone for the meeting? A) Initiator B) Responder C) None of the above

True

In selecting a format to mediate a conflict, the mediator must assess the position of the disputants (are they both aware a problem exists?), the nature of the relationship, and the nature of the problem.

B) Only statements 1 and 2 are correct

In the problem identification stage, as a mediator you should (1) acknowledge that a conflict exists, (2) maintain a neutral posture, and (3) explore options by focusing on the positions behind stated interests. Which statements are correct?

B) Information deficiency

In trying to determine a course of action, it becomes apparent that part of the team had used data supplied by the VP of Finance whereas others on the team had their data supplied from the VP of Marketing. What was a likely source for this conflict? A) Personal differences B) Informational deficiency C) Role incompatibility D) Environmental stress

B) Avoiding

Interpersonal problems don't get resolved, resulting in high levels of frustration. You probably used which approach to resolve conflicts? A) Forcing B) Avoiding C) Compromising D) Accommodating E) Collaborating

True

Issue-focused conflicts are similar to rational negotiations, which can be viewed as an interpersonal decision-making process by which two or more people agree how to allocate scarce resources.

True

Maria is from Mexico and Elaine is from Canada; they are customer service representatives. At least twice weekly, they get into an argument over how to handle a customer complaint. The most likely source of their conflict is personal differences.

True

Marla's co-worker, Peter, has failed to meet a deadline of providing her with information for a presentation. Marla is discussing the problem with Peter, and Peter comments, "By missing the deadline, what were the specific consequences for your presentation?" This is an appropriate response by Peter.

False

Marla's co-worker, Peter, has failed to meet a deadline of providing her with information for a presentation. Marla's first step in discussing this problem with Peter should be to encourage a two-way discussion.

Avoidance

Mary is very self-reliant, cautious, and methodical in her approach to everything. When she encounters conflict, which approach to conflict would she prefer? A) Forcing B) Accommodation C) Avoidance D) Compromise E) Collaboration

C) Ask for recommended solutions from the initiator.

Once you, the responder, understand the initiator's complaint, what should you do?A) Ask for time to consider your options B) Recommend some solutions C) Ask for recommended solutions from the initiator D) Seek a mediator to work through the solutions

C) Compromising

Participants become conditioned to seek expedient, rather than effective, solutions. You are probably using which approach to resolve conflict? A) Forcing B) Avoiding C) Compromising D) Accommodating E) Collaborating

False

Reorganization of the manufacturing operations in a pet food company resulted in the addition of a new third shift and a reallocation of responsibilities among the managers. Conflict ensued based on the uncertainty of who was going to have to work the third shift. The most likely source of the conflict in this situation is role incompatibility.

True

Research indicates that people-focused conflicts threaten relationships, whereas issue-based conflicts enhance relationships.

E) Only statement 3 is correct

Research study results suggest (1) Asian cultures prefer accommodating and forcing more than Western cultures, (2) Americans prefer avoiding more than Asian cultures, and (3) compromise is the most preferred style across cultures. Which statements are correct?

D) Only statements 1 and 3 are correct.

The bottom line about conflict is (1) it stimulates innovation and encourages personal involvement, (2) it stifles innovation and encourages political game playing that results in cynicism, and (3) it sparks creativity. Which statements are correct? A) All three statements are correct. B) Only statements 1 and 2 are correct. C) Only statements 2 and 3 are correct. D) Only statements 1 and 3 are correct. E) Only statement 3 is correct.

D) Only statements 2 and 3 are correct

The collaborating approach should be used when (1) the issue is not critical, (2) the relationship is important, and (3) time is not an issue. Which statements are correct?

True

The collaborative approach to conflict resolution encourages trust and assertive behaviors, fosters empowerment, and works best in an environment supporting openness, directness, and equality.

C) Only statements 2 and 3 are correct

The difference between distributive negotiation strategies and integrative negotiation strategies is that (1) distributive strategies focus on expanding the pie and integrative strategies focus on dividing the pie, (2) distributive strategies focus on dividing the pie and integrative strategies on expanding the pie, and (3) distributive strategies rely sometimes on the compromise approach and integrative strategies rely on the collaborating approach. Which statements are correct?

A) Forcing

The facade is that this conflict response style appears to accomplish a great deal; however, in the long run, the hostility and resentment this approach creates quickly reverses what was accomplished in the short term. Which conflict style is this? A) Forcing B) Accommodating C) Avoiding D) Compromising E) Collaborating

B) All are correct except 1.

The four sources of conflict are (1) personality-defect, (2) informational deficiency, (3) role incompatibility, and (4) environmental stress. Which sources are correct?

False

The goal of the mediator is to assess who is responsible.

A) Forcing

The issue involved is very important to you, but you are not too concerned about the relationship you have with the other individual. Which conflict response would you most likely use? A) Forcing B) Accommodating C) Avoiding D) Compromising E) Collaborating

False

The only factor that influences the selection of a conflict management approach is whether individuals feel comfortable using each of the conflict management approaches or strategies

E) Collaborating

The problem is likely to be resolved. Also, all parties involved are committed to the solution and satisfied that they have been treated fairly. You probably utilized which conflict approach? A) Forcing B) Avoiding C) Compromising D) Accommodating E) Collaborating

True

The relevant situational factors to be used in selecting the most appropriate conflict management approach include the importance of the issue and the relationship, the relative power of the parties, and time constraints.

B) Accommodating

Time is a moderately important factor, you have no power, and the ongoing relationship is critical to you. Which conflict response will you most likely use? A) Forcing B) Accommodating C) Compromising D) Avoiding

C) Avoiding

Time is a moderately significant factor, the issue is not important to you, and the ongoing relationship is not critical. Which conflict response should be used? A) Forcing B) Accommodating C) Avoiding D) Compromising

B) Frustration, because issues do not get resolved.

What does repeated use of the avoiding response to conflict management lead to?

C) Conflict in a group causes the group's performance to improve and group members feel uncomfortable with it.

What does research suggest about conflict? A) Conflict in the group causes the group's performance to improve and group members feel comfortable with it. B) Conflict in the group causes the group's performance to decline and group members feel uncomfortable with it. C) Conflict in the group causes the group's performance to improve and group members feel uncomfortable with it.

C) Role incompatibility

What would conflicts between people in the production and sales departments likely be based on? A) Personal differences B) Informational deficiency C) Role incompatibility D) Environmental stress E) Personality-defect theory

B) Focus on interests, not positions

When exploring options for resolution, what should the mediator do? A) Focus on positions, not interests B) Focus on interests, not positions C) Focus on both interests and positions D) Focus on one parties interests

C) When the parties have a history of recurring disputes

When mediating a conflict, when is meeting separately with the parties useful? A) When the parties agree on the root causes of the problem B) When parties have equal status C) When the parties have a history of recurring disputes

True

When the problem is complex, the initiator should initially focus on a simple problem and build up from there.

E) Collaborating

Which approach is the only conflict management strategy that resolves the problem, the only one that is viewed as win-win? A) Forcing B) Avoiding C) Accommodating D) Compromising E) Collaborating

A) Work with less information

Which of the following is not one of the "rules of engagement" for effective conflict management? A) Work with less information B) Focus on the facts C) Share commonly agreed-upon goals D) Interject humor into the decision process E) Maintain a balanced power structure

A) Personal differences

Which source of conflict is one of the more difficult to resolve? A) Personal differences B) Informational deficiency C) Role incompatibility D) Environmental stress

D) Prolonged conflicts distract people from their work and engender bad feelings so you ask both parties to make sacrifices to move forward

Which statement is a possible rationale for using the compromising approach to conflict management? A) Disagreements are inherently bad because they create tension. B) Maintaining harmonious relationships should be the manager's top priority. C) It is better to risk causing a few hard feelings than to abandon an issue to which you are committed. D) Prolonged conflicts distract people from their work and engender bad feelings so you ask both parties to make sacrifices to move forward.

C) This is intense and dissipates quickly as the change becomes routine.

Which statement is true about conflict stemming from uncertainty about the work environment due to rapid, repeated change? A) This is the most difficult type of conflict to resolve because of the nature of change. B) This is intense and increases as the change becomes routine. C) This is intense and dissipates quickly as the change becomes routine. D) This is not intense and most find the experience very mellow.

False

With regards to conflict the task of an effective manager is to encourage conflict as a means to get a high level of performance from subordinates.

D) Accommodating

You believe your new co-worker, Greg, has taken advantage of you in a conflict resolution setting. What approach to resolving conflicts are you most likely to have used? A) Forcing B) Avoiding C) Compromising D) Accommodating E) Collaborating

True

You feel vindicated, but others may feel defeated and possibly humiliated. The approach you probably used to resolve the conflict is forcing.

C) Avoiding

You have been arguing with co-workers about a policy. If your boss accuses you of undermining the harmony of the group, which conflict response is he/she probably practicing?

True

You have been told that each department's budget is to be cut by 6 percent for the next fiscal quarter. Top management stated this was the fairest approach, given declining sales. Top management is using a compromising approach to resolve potential conflicts.

B) You should disagree with the statement made by the manager

You manage individuals from many different countries and cultures. A manager remarks, "Well, they may be from different cultures but within the organization there is only one culture you need to worry about, the organization's culture." How should you respond to this statement? A) You should agree with the statement made by the manager. B) You should disagree with the statement made by the manager. C) There is not enough information to decide.

A) Personal differences

You recently hired individuals from China, Japan, and Korea to your office. What type of interpersonal conflict would be most likely?

D) Tell her you do not have to tolerate personal attacks and when she calms down, you'll be happy to talk about the problem without the emotions

Your boss is very upset with you. She screams at you and calls you all kinds of names. What should you do? A) Take it, it's not like you haven't heard the names before B) Discuss this problem with your boss's manager C) Calmly inform her that you don't have to listen to this and leave D) Tell her you do not have to tolerate personal attacks and when she calms down, you'll be happy to talk about the problem without the emotions

True

Your peer in the shipping department has asked you to work this weekend in her place. You tell her you will have to think about it. The type of conflict response you have used is avoidance.