Which one of the following is not part of the traditional view of conflict? (a) inevitable ; (b) must be avoided ; (c) indicates malfunctioning ; (d) harmful

Which one of the following is not part of the traditional view of conflict? (a) inevitable ; (b) must be avoided ; (c) indicates malfunctioning ; (d) harmful
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1 Answer

Answer :

(a) inevitable ;
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Related questions

The traditional view of conflict is: (a) the belief that all conflict is harmful and must be avoide(d) (b) the belief that conflict is a natural and inevitable outcome in any group. (c) the belief that conflict is not only a positive force in a group but that it is absolutely necessary for a group to perform effectively. (d) no generalization about conflict is appropriate.

Description : The traditional view of conflict is: (a) the belief that all conflict is harmful and must be avoide(d) (b) the belief that conflict is a natural and inevitable outcome in any group. ... is absolutely necessary for a group to perform effectively. (d) no generalization about conflict is appropriate.

Last Answer : (a) the belief that all conflict is harmful and must be avoide(d) 

The ______ view of conflict argues that conflict indicates a malfunctioning within the group. (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional

Description : The ______ view of conflict argues that conflict indicates a malfunctioning within the group. (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional 

Last Answer : (c) traditional ;

The traditional view of conflict argues that conflict: (a) cannot be avoide(d) (b) indicates a malfunctioning within the group. (c) is good for a group. (d) improves productivity.

Description : The traditional view of conflict argues that conflict: (a) cannot be avoide(d) (b) indicates a malfunctioning within the group. (c) is good for a group. (d) improves productivity.

Last Answer : (b) indicates a malfunctioning within the group.

The _____ view of conflict argues that conflict is a natural and inevitable outcome in any group. (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional

Description : The _____ view of conflict argues that conflict is a natural and inevitable outcome in any group. (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional 

Last Answer : (a) human relations ;

The human relations view of conflict argues that conflict is: (a) an inevitable outcome in any group. (b) always a positive force in determining group performance. (c) always a negative force in determining group performance. (d) necessary for effective group performance.

Description : The human relations view of conflict argues that conflict is: (a) an inevitable outcome in any group. (b) always a positive force in determining group performance. (c) always a negative force in determining group performance. (d) necessary for effective group performance.

Last Answer : (a) an inevitable outcome in any group. 

Encouraging group leaders to maintain an ongoing minimum level of conflict is part of the _____ view of conflict. (a) functional ; (b)traditional ; (c)human relations ; (d) interactionist

Description : Encouraging group leaders to maintain an ongoing minimum level of conflict is part of the _____ view of conflict. (a) functional ; (b)traditional ; (c)human relations ; (d) interactionist

Last Answer :  (d) interactionist 

If no one is aware of conflict, it is generally agreed that: (a) employee-employer relations will be goo(d) ; (b) conflict is subversive. (c) no conflict exists. ; (d) conflict is inevitable.

Description : If no one is aware of conflict, it is generally agreed that: (a) employee-employer relations will be goo(d) ; (b) conflict is subversive. (c) no conflict exists. ; (d) conflict is inevitable. 

Last Answer : (c) no conflict exists. ;

You decide to do more research on the view that conflict should be encouraged as a means to achieve change and innovation. This view is termed: (a) the traditional view. ; (b) the human relations view. ; (c) the interactionist view. (d) the acceptance view.

Description : You decide to do more research on the view that conflict should be encouraged as a means to achieve change and innovation. This view is termed: (a) the traditional view. ; (b) the human relations view. ; (c) the interactionist view. (d) the acceptance view.

Last Answer : ; (c) the interactionist view.

You have decided to accept conflict as a natural occurrence and deal with it. You are supporting: (a) the traditional view. ; (b) the human relations view. ; (c) the interactionist view. (d) the behavior modification view.

Description : You have decided to accept conflict as a natural occurrence and deal with it. You are supporting: (a) the traditional view. ; (b) the human relations view. ; (c) the interactionist view. (d) the behavior modification view.

Last Answer : (b) the human relations view. ;

If you support the idea that conflict is bad and should be eliminated, you are supporting: (a) the traditional view. ; (b) the human relations view. ; (c) the interactionist view. ; (d) the moderated acceptance view.

Description : If you support the idea that conflict is bad and should be eliminated, you are supporting: (a) the traditional view. ; (b) the human relations view. ; (c) the interactionist view. ; (d) the moderated acceptance view.

Last Answer : (a) the traditional view. ;

The _____ view of conflict argues that some conflict is absolutely necessary for a group to perform effectively. (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional

Description : The _____ view of conflict argues that some conflict is absolutely necessary for a group to perform effectively. (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional

Last Answer :  (b) interactionist ;

Which of the following is not one of the views of conflict? (a) the traditional view ; (b) the human relations view ; (c) the interactionist view (d) the inevitability view

Description : Which of the following is not one of the views of conflict? (a) the traditional view ; (b) the human relations view ; (c) the interactionist view (d) the inevitability view 

Last Answer : (d) the inevitability view

When the group disagrees, it is usually over how the work should get done. The type of conflict experienced by your group is: (a) task conflict. (b) relationship conflict. ; (c) process conflict. ; (d)traditional conflict.

Description : When the group disagrees, it is usually over how the work should get done. The type of conflict experienced by your group is: (a) task conflict. (b) relationship conflict. ; (c) process conflict. ; (d)traditional conflict.

Last Answer : ; (c) process conflict. ;

Which one of the following views on conflict dominates in most actual groups and organizations? (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional

Description : Which one of the following views on conflict dominates in most actual groups and organizations? (a) human relations ; (b) interactionist ; (c) traditional ; (d) functional 

Last Answer :  (c) traditional ;

The interactionist view of conflict proposes that conflict is: (a) an indication of the group maturity level. (b)necessary for effective group performance.; (c) a necessary evil. ; (d) always evident in groups.

Description : The interactionist view of conflict proposes that conflict is: (a) an indication of the group maturity level. (b)necessary for effective group performance.; (c) a necessary evil. ; (d) always evident in groups.

Last Answer : (b)necessary for effective group performance.;

The human relations view of conflict advocates: (a) encouraging conflict. ; (b) open communication for resolving conflict. (c) group therapy for resolving conflict. ; (d) acceptance of conflict.

Description : The human relations view of conflict advocates: (a) encouraging conflict. ; (b) open communication for resolving conflict. (c) group therapy for resolving conflict. ; (d) acceptance of conflict.

Last Answer : (d) acceptance of conflict.

Which of the following is not a requirement in your text‟s definition of conflict? (a) must be perceived ; (b) overt acts only ; (c) incompatibility ; (d) opposition

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Last Answer : (b) overt acts only ;

Magnitude of earthquake indicates amount of a) Vibrations per second b) Vibrations per minute c) Oscillations d) Energy released

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Last Answer : d) Energy released

Research indicates that financial incentives _____________ commitment to difficult goals. (a) do not impact ; (b) significantly increase ; (c) decrease ; (d) increase

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Last Answer :  (c) decrease ;

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Last Answer : (d) Locus of Control

In which stage of the conflict process does conflict become visible? (a) Illumination ; (b) Intentions ; (c) Behaviour ; (d) Cognition

Description : In which stage of the conflict process does conflict become visible? (a) Illumination ; (b) Intentions ; (c) Behaviour ; (d) Cognition 

Last Answer : (c) Behaviour ;

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Last Answer : (a) Sociologist ;

Which of the following is / are not direct method to solve intergroup conflicts (a) Problem solving ; (b) Domination by the management ; (c) Removing key figures in conflict (d) Persuasion

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Description : If a solution to a particular problem is not vital to the functioning of an organization and management is willing to overlook the causes of the conflict, managers may choose to use which type of conflict resolution? (a) Confrontation ; (b) Avoidance ; (c) Dominance ; (d) Compromise

Last Answer :  (b) Avoidance ;

Role _________________ is a conflict between the role an individual has outside the group and the role he or she is expected to have in the group. (a) Collision ; (b) Transition ; (c) Confusion ; (d) Incompatibility

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Last Answer : (a) Collision ;

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Last Answer : (b) is always dysfunctional.

Last month, Jennifer‟s department experienced constructive conflict during a meeting. Which of the following is not an outcome of this functional conflict? (a) improved quality of decisions ; (b) creativity and innovation are stimulated (c) tensions are released ; (d) communication is retarded

Description : Last month, Jennifer‟s department experienced constructive conflict during a meeting. Which of the following is not an outcome of this functional conflict? (a) improved quality of decisions ; (b) creativity and innovation are stimulated (c) tensions are released ; (d) communication is retarded

Last Answer :  (d) communication is retarded

You have decided to allow the conflict to exist so long as it doesn‟t hinder group performance. You will try to eliminate _____ conflict. (a) functional ; (b) dysfunctional (c) task ; (d) individualized

Description : You have decided to allow the conflict to exist so long as it doesn‟t hinder group performance. You will try to eliminate _____ conflict. (a) functional ; (b) dysfunctional (c) task ; (d) individualized

Last Answer : (b) dysfunctional

A common ingredient in organizations that successfully create functional conflict is that they: (a) reward dissent and punish conflict avoiders. (b) shoot the messenger. (c) formally assign devil’s advocates. ; (d) avoid risky situations.

Description : A common ingredient in organizations that successfully create functional conflict is that they: (a) reward dissent and punish conflict avoiders. (b) shoot the messenger. (c) formally assign devil’s advocates. ; (d) avoid risky situations.

Last Answer : (a) reward dissent and punish conflict avoiders.

Conflict is dysfunctional when it: (a) provides a medium to release tension. ; (b) reduces group cohesiveness. (c) fosters an environment of self-evaluation and change. (d) provides a means for releasing tensions.

Description : Conflict is dysfunctional when it: (a) provides a medium to release tension. ; (b) reduces group cohesiveness. (c) fosters an environment of self-evaluation and change. (d) provides a means for releasing tensions. 

Last Answer : (b) reduces group cohesiveness.

Which one of the following might not be a functional outcome of the conflict process? (a) stimulates creativity ; (b) avoids risk ; (c) fosters environment of self-evaluation (d) relieves tensions

Description : Which one of the following might not be a functional outcome of the conflict process? (a) stimulates creativity ; (b) avoids risk ; (c) fosters environment of self-evaluation (d) relieves tensions

Last Answer : (b) avoids risk ;

Conflict is constructive when: (a) it improves the quality of decisions. ; (b) it stimulates creativity and innovation. (c) it fosters an environment of self-evaluation and change. ; (d) all of the above

Description : Conflict is constructive when: (a) it improves the quality of decisions. ; (b) it stimulates creativity and innovation. (c) it fosters an environment of self-evaluation and change. ; (d) all of the above 

Last Answer :  (d) all of the above

What is conflict management? (a) achieving the desired conflict level ; (b) stopping all conflict ; (c) stimulating conflict (d) avoiding conflict

Description : What is conflict management? (a) achieving the desired conflict level ; (b) stopping all conflict ; (c) stimulating conflict (d) avoiding conflict

Last Answer : (a) achieving the desired conflict level ;

Which of the following is a conflict stimulation technique? (a) expansion of resources ; (b) compromise ; (c) bringing in outsiders ; (d) authoritative command

Description : Which of the following is a conflict stimulation technique? (a) expansion of resources ; (b) compromise ; (c) bringing in outsiders ; (d) authoritative command 

Last Answer :  (c) bringing in outsiders ;

Conflict management techniques can: (a) resolve conflict. ; (b) stimulate conflict. ; (c) both resolve and stimulate conflict. (d) none of the above

Description : Conflict management techniques can: (a) resolve conflict. ; (b) stimulate conflict. ; (c) both resolve and stimulate conflict. (d) none of the above

Last Answer :  (c) both resolve and stimulate conflict.

Which of the following is not a conflict resolution technique? (a) superordinate goals ; (b) appointing a devil’s advocate ; (c) avoidance ; (d) authoritative command

Description : Which of the following is not a conflict resolution technique? (a) superordinate goals ; (b) appointing a devil’s advocate ; (c) avoidance ; (d) authoritative command

Last Answer : (b) appointing a devil’s advocate ;

In which stage of the conflict process does conflict become visible? (a) potential opposition or incompatibility (Stage I) ; (b) cognition and personalization (Stage II) ; (c) intentions (Stage III) ; (d) behavior (Stage IV)

Description : In which stage of the conflict process does conflict become visible? (a) potential opposition or incompatibility (Stage I) ; (b) cognition and personalization (Stage II) ; (c) intentions (Stage III) ; (d) behavior (Stage IV)

Last Answer : ; (d) behavior (Stage IV)

The conflict-handling orientation that is based on a process of give-and-take and an emphasis on “splitting the difference” is: (a) avoiding. ; (b) collaborating. ; (c) accommodating. ; (d) compromising.

Description : The conflict-handling orientation that is based on a process of give-and-take and an emphasis on “splitting the difference” is: (a) avoiding. ; (b) collaborating. ; (c) accommodating. ; (d) compromising. 

Last Answer : (d) compromising.

Collaborating is the preferred conflict-handling orientation: (a) to build social credits for later issues. ; (b) in emergencies. ; (c) to gain consensus and commitment. ; (d) when an issue is trivial.

Description : Collaborating is the preferred conflict-handling orientation: (a) to build social credits for later issues. ; (b) in emergencies. ; (c) to gain consensus and commitment. ; (d) when an issue is trivial.

Last Answer : (c) to gain consensus and commitment. ;

Which one of the following conflict-handling orientations represents an attempt to find a win-win solution? (a) avoiding ; (b) collaborating ; (c) accommodating ; (d) compromising

Description : Which one of the following conflict-handling orientations represents an attempt to find a win-win solution? (a) avoiding ; (b) collaborating ; (c) accommodating ; (d) compromising

Last Answer : ; (b) collaborating ;

Trying to make someone else accept blame for a problem is an example of which conflict-handling orientation? (a) competing ; (b) avoiding ; (c) accommodating ; (d) compromising

Description : Trying to make someone else accept blame for a problem is an example of which conflict-handling orientation? (a) competing ; (b) avoiding ; (c) accommodating ; (d) compromising

Last Answer : (a) competing ;

The two dimensions of conflict-handling orientations are: (a) awareness and assertiveness. ; (b) reliability and awareness. (c) cooperativeness and assertiveness. ; (d) independence and interdependence.

Description : The two dimensions of conflict-handling orientations are: (a) awareness and assertiveness. ; (b) reliability and awareness. (c) cooperativeness and assertiveness. ; (d) independence and interdependence.

Last Answer : (c) cooperativeness and assertiveness. ;

Conflict-handling behaviors are initiated in _____, in which there is a dynamic process of interaction. (a) Stage II of the conflict process ; (b) Stage III of the conflict process (c) Stage IV of the conflict process ; (d) Stage V of the conflict process

Description : Conflict-handling behaviors are initiated in _____, in which there is a dynamic process of interaction. (a) Stage II of the conflict process ; (b) Stage III of the conflict process (c) Stage IV of the conflict process ; (d) Stage V of the conflict process

Last Answer : (b) Stage III of the conflict process

Which type of conflict-handling intention results in a person‟s withdrawing from conflict? (a) competing ; (b) avoiding ; (c) accommodating ; (d) compromising

Description : Which type of conflict-handling intention results in a person‟s withdrawing from conflict? (a) competing ; (b) avoiding ; (c) accommodating ; (d) compromising

Last Answer : Avoiding

The unassertive and uncooperative conflict-handling orientation is: (a) collaborating. ; (b) accommodating. ; (c) avoiding. ; (d) competing.

Description : The unassertive and uncooperative conflict-handling orientation is: (a) collaborating. ; (b) accommodating. ; (c) avoiding. ; (d) competing.

Last Answer :  (c) avoiding. ;

The conflict-handling orientation that combines assertiveness and cooperation is: (a) collaborating. ; (b) competing. ; (c) avoiding. ; (d) accommodating.

Description : The conflict-handling orientation that combines assertiveness and cooperation is: (a) collaborating. ; (b) competing. ; (c) avoiding. ; (d) accommodating.

Last Answer : (a) collaborating. ;

Which is not one of the five conflict-handling intentions? (a) Cooperating ; (b) competing ; (c) accommodating ; (d) avoiding

Description : Which is not one of the five conflict-handling intentions? (a) Cooperating ; (b) competing ; (c) accommodating ; (d) avoiding

Last Answer : (a) Cooperating ;

The dimension of the conflict-handling intention labeled assertiveness is: (a) the degree to which one party attempts to satisfy his/her own concerns. (b) the degree to which one party attempts to satisfy the other party’s concerns. (c) the degree to which one party attempts to satisfy everyone’s concerns. (d) the degree to which one party is competitive.

Description : The dimension of the conflict-handling intention labeled assertiveness is: (a) the degree to which one party attempts to satisfy his/her own concerns. (b) the degree to which one party attempts to ... party attempts to satisfy everyone's concerns. (d) the degree to which one party is competitive.

Last Answer : (a) the degree to which one party attempts to satisfy his/her own concerns.