BMGT 2200 - CHP #10

Rank the steps in using the dialectic method for creating functional conflict. Start with the first step on the top.

1. A proposed course of action is generated 2. Assumptions underlying the proposal are identified 3. A conflicting counterproposal is generated 4. Advocates for each position present and debate their porposals 5. A decision for a position is made 6. The decision is monitored

Conciliation

A neutral third party acts as a conduit between disputing parties when they refuse to meet face-to-face

Peer review

A panel of trustworthy, objective coworkers who hear both sides and offer recommendations

Facilitation

A third party informally urges parties to deal directly and constructively with each other

Mediation

A trained, neutral 3rd party actively guides the disputing parties to explore innovative non-binding solutions

Ombudsman

A trusted person hears grievances confidentially and tries to arrange a solution

Integrating

Cooperatively identify the problem, generate and weigh alternatives, select a solution Resources and commitment from others are needed to solve a common problem

Arbitration

Disputing parties agree to accept the decision of a trained, neutral arbitrator in a formal, court like setting

Compromising

Give and take, especially between peers or when they have opposite goals Goals are mutually exclusive or parties are equally powerful

Dominating

Ignores the other party's needs by relying on formal authority to force the solution An unpopular course of action is necessary

Avoiding

Passive withdrawal from the problem and suppression of the issue The potential dysfunctional effect outweighs the benefits of a solution

Obliging

Smoothing it over by minimizing differences to please the other party You believe you may be wrong and preserving the relationship is important

A shared belief held by team members that the team is a safe place for interpersonal risk taking and that those who do will not be rejected or punished is:

a psychological safety climate

What method of dispute resolution is less expensive and more constructive than traditional approaches?

alternative dispute resolution

What method of handling conflict uses an independent third party and avoids the costs of litigation and unilateral decision making?

alternative dispute resolution (ADR)

When disputing parties agree ahead of time to accept the binding decision of a trained, neutral third party, it is:

arbitration

An opportunity to review and realign goals to serve the parties involved is a positive outcome of

conflict management.

Functional conflict is also referred to as _____ or cooperative conflict.

constructive

The idea that when members of different groups interact more often, there will be less conflict between the groups is the:

contact hypothesis

Which of the following are considered part of flextime?

creating deadline flexibility creating flexible scheduling creating workday flexibility

Assigning someone in an organization or group the role of critic is known as

devils advocate

Using a structured debate to foster opposing viewpoints prior to making a decision is the:

dialectic method

Conflict which threatens the interests of an organization is

dysfunctional conflict.

When company policies enable employees to work from different locations, companies are using

flex space

Company policies that enable employees to work outside of a traditional 9-5 schedule are referred to as

flextime

Bullying and interactional injustice are forms of

incivility

The style of conflict management described as confronting the issue cooperatively, identifying the problem, generating and weighing alternatives, and selecting a solution is:

integrating

Devil's advocacy has been shown by researchers to have the following advantages:

it develops more solutions it makes better recommendations it develops analytical skills and emotional intelligence

Which of the following are characteristics of functional conflict?

mutual respect consultative interactions attention to the issues

Which type of conflict-handling style produces better results in new product development?

obliging

Interpersonal opposition based on personal disagreement is a(n):

personality conflict

What type of sexual harassment occurs when a manager or supervisor demands sex in exchange for a raise or other employment benefit?

quid pro quo

Which of the following are approaches to resolving intergroup conflict?

the contact hypothesis creating a psychologically safe climate

Dysfunctional conflict in the workplace commonly leads to which of the following?

turnover unionization absenteeism