pretest 13

If you are having a personality conflict with a coworker, you should begin to solve the problem by

communicating directly with the other person to resolve the conflict

In the __________ style of handling conflict, the individual uses a give-and-take approach involving moderate concern for both self and others. This style is appropriate when parties have opposite goals or possess equal power.

compromising

The manager wanted to take advantage of the different perspectives in the team. __________ conflict encourages different opinions regardless of the personal feelings of those involved.

programmed

__________ is an alternative dispute resolution technique where the disputing parties agree ahead of time to accept the decision of a neutral third party in a formal court-like setting, often complete with evidence and witnesses. Participation is voluntary, and statements are confidential. Decisions are based on legal merits.

arbitration

Julie and Eleasha want to go out to dinner. After deciding that they do not want to have any food that is Mexican or Italian; expensive or cheap, Eleasha suggests that they go out to eat at Red Lobster and Julie suggests that they go out to eat at Sizzler. What step of integrative negotiation does this situation describe?

design alternative

Distributive negotiations always involves multiple issues

false

Dysfunctional conflict is not all bad, it can serve the interests of the organization.

false

It is personal, so ignore it. A manager should not investigate and document employees that are having a personality conflict.

false

Julie and Eleasha want to go out to dinner. After deciding that they do not want to have Mexican or Italian food for dinner, they state that it is important that it is not fast food nor is it expensive. What step of integrative negotiation does this situation describe?

identify options

The neutral third party listened to the arguments then carefully crafted a possible solution for the parties to consider. __________ is an alternative dispute resolution technique where a trained, neutral third party actively guides the disputing parties in exploring innovative solutions to the conflict. This third party does not render a decision; it is up to the disputants to reach a mutually acceptable decision.

mediation

Working with his team the manager was using a functional conflict technique he had learned about while in school. The manager had created two subgroups to debate the issues. A drawback to __________ is that "winning the debate" may overshadow the issue at hand, leading to a less than desired conclusion.

the Dialectic method

A lack of understanding regarding cultural beliefs and assumptions can lead to cross-cultural conflict. Managers would be wise to add cultural intelligence to their list of ways to minimize conflict.

true

According to research on conflict, both intradepartmental and interdepartmental conflict decreased as goal difficulty and goal clarity increased. Thus challenging and clear goals can defuse conflict.

true

Alternative dispute resolution are techniques designed to avoid costly lawsuits by resolving conflicts informally or through mediation or arbitration.

true

Arbitration, an alternative dispute resolution technigue involves a trained, third-party neutral in a formal courtlike setting, often complete with witnesses and evidence. The arbitrator is selected by the disputing parties to settle selected issue. The parties agree ahead of time to accept the arbitrator's decision on the matter.

true

Both devil's advocacy and the dialectic method are useful in stimulating functional conflict.

true

Competition for limited resources can lead to organizational conflict.

true

Greater self-awareness and creative problem solving is a desired outcome of conflict.

true

Integrative negotiation involves finding an agreement that is good for both parties, a win-win situation.

true

Programmed conflict is defined as conflict that raises different opinions regardless of the personal feelings of the managers. The trick is to get participants to either defend or criticize ideas based on facts rather than personal preferences of political interests.

true