The first stage of the conflict process is called: (a) cognition and personalization. ; (b) behavior. ; (c) potential opposition or incompatibility. (d) outcomes.

The first stage of the conflict process is called: (a) cognition and personalization. ; (b) behavior. ; (c) potential opposition or incompatibility. (d) outcomes.
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(c) potential opposition or incompatibility.
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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)

In which stage are conflict issues defined? (a) Stage I, Potential opposition ; (b) Stage II, Cognition and personalization (c) Stage III, Intuitions ; (d) Stage IV, Behavior

Description : In which stage are conflict issues defined? (a) Stage I, Potential opposition ; (b) Stage II, Cognition and personalization (c) Stage III, Intuitions ; (d) Stage IV, Behavior

Last Answer : (b) Stage II, Cognition and personalization

The presence of conditions that create opportunities for conflict to arise is the _____ stage of the conflict process. (a) potential opposition ; (b) cognition ; (c) vision ; (d) intentions

Description : The presence of conditions that create opportunities for conflict to arise is the _____ stage of the conflict process. (a) potential opposition ; (b) cognition ; (c) vision ; (d) intentions

Last Answer : (a) potential opposition ;

Which of the following is not a stage in the conflict process? (a) potential opposition ; (b) cognition ; (c) vision ; (d) intentions

Description : Which of the following is not a stage in the conflict process? (a) potential opposition ; (b) cognition ; (c) vision ; (d) intentions 

Last Answer : (c) vision ;

Stage II of the conflict process deals with: (a) cognition and personalization of conflict. ; (b) group development. (c) conflict avoidance. ; (d) interaction between group members.

Description : Stage II of the conflict process deals with: (a) cognition and personalization of conflict. ; (b) group development. (c) conflict avoidance. ; (d) interaction between group members.

Last Answer : (a) cognition and personalization 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

Description : 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

Last Answer : (b) overt acts only ;

Which of the following is a stage in the conflict process? (a) functional conflict (b) dysfunctional conflict ; (c) hindering conflict ; (d) incompatibility

Description : Which of the following is a stage in the conflict process? (a) functional conflict (b) dysfunctional conflict ; (c) hindering conflict ; (d) incompatibility

Last Answer :  (d) incompatibility

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 ;

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

Description : 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

Last Answer : (a) Collision ;

_____ intervene(s) between people‟s perceptions and emotions and their overt behavior. (a) Intuition ; (b) Intention ; (c) Cognition ; (c) Attributions

Description : _____ intervene(s) between people‟s perceptions and emotions and their overt behavior. (a) Intuition ; (b) Intention ; (c) Cognition ; (c) Attributions

Last Answer :  (b) Intention ;

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

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. ;

Which of the factors listed below is not a reason for decision making in organizations being a complex process? (a) People have to make decisions in a historical context (b) Several stakeholders will have an interest in the decision (c) Modern information systems enable people to evaluate a range of possible outcomes (d) Factors in the current context of the organization affect the decision

Description : Which of the factors listed below is not a reason for decision making in organizations being a complex process? (a) People have to make decisions in a historical context (b) Several ... range of possible outcomes (d) Factors in the current context of the organization affect the decision

Last Answer : (c) Modern information systems enable people to evaluate a range of possible outcomes 

The theory that an employee will compare his or her job inputs and outcomes relative to others is called: (a) Employee Theory ; (b) Comparative Theory ; (c) Performance Theory ; (d) Equity Theory

Description : The theory that an employee will compare his or her job inputs and outcomes relative to others is called: (a) Employee Theory ; (b) Comparative Theory ; (c) Performance Theory ; (d) Equity Theory

Last Answer :  (d) Equity Theory 

Select the incorrect statement. Harrison and Pelletier argued that managers should learn to avoid ... (a) Treating decisions with uncertain outcomes as though they had predictable results (b) Treating non-programmed decisions as routine (c) Mixing routine and non-routine decisions. (d) Treating ad-hoc decisions as though they were everyday occurrences

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Last Answer : (c) Mixing routine and non-routine decisions. 

When “yes” people are hired and promoted, _____ outcomes are likely to result. (a) improved organizational ; (b) functional ; (c) dysfunctional ; (d) better decisions

Description : When “yes” people are hired and promoted, _____ outcomes are likely to result. (a) improved organizational ; (b) functional ; (c) dysfunctional ; (d) better decisions

Last Answer :  (c) dysfunctional ;

_____ is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. (a) Politics ; (b) Consideration ; (c) Power ; (d) Conflict

Description : _____ is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. (a) Politics ; (b) Consideration ; (c) Power ; (d) Conflict

Last Answer : (d) Conflict

Members within a group that share similar experiences and feelings are known to have…………. (a) Process ; (b) Universal ; (c) Content ; (d) Conflict

Description : Members within a group that share similar experiences and feelings are known to have…………. (a) Process ; (b) Universal ; (c) Content ; (d) Conflict

Last Answer : (b) Universal ; 

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 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 ;

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.

_____ conflict relates to how the work gets done. (a) Task ; (b) Job ; (c) Relationship ; (d) Process

Description : _____ conflict relates to how the work gets done. (a) Task ; (b) Job ; (c) Relationship ; (d) Process

Last Answer :  (d) Process

_____ conflict focuses on interpersonal relationships. (a) Task ; (b) Job ; (c) Relationship ; (d) Process

Description : _____ conflict focuses on interpersonal relationships. (a) Task ; (b) Job ; (c) Relationship ; (d) Process

Last Answer : (c) Relationship ;

Which is not one of the three types of conflict? (a) Task ; (b) job ; (c) relationship ; (d) process

Description : Which is not one of the three types of conflict? (a) Task ; (b) job ; (c) relationship ; (d) process

Last Answer : (b) job ;

Conflict that relates to the content and goals of the work is termed _____ conflict. (a) explicit ; (b)task ; (c) relationship ; (d) process

Description : Conflict that relates to the content and goals of the work is termed _____ conflict. (a) explicit ; (b)task ; (c) relationship ; (d) process

Last Answer : (b)task ;

Strategy implementation is often considered to be the most difficult stage in the Strategic Management process because it requires personal discipline, commitment and sacrifice

Description : Strategy implementation is often considered to be the most difficult stage in the Strategic Management process because it requires personal discipline, commitment and sacrifice

Last Answer : True

Behaviour, power, and conflict are central areas of study for _____________. (a) Sociologist ; (b) Anthropologists ; (c) Social psychologists ; (d) Operations analysts

Description : Behaviour, power, and conflict are central areas of study for _____________. (a) Sociologist ; (b) Anthropologists ; (c) Social psychologists ; (d) Operations analysts

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

Description : 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

Last Answer : (d) Persuasion

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

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 ;

Conflict: (a) can be positively related to productivity. ; (b) is always dysfunctional. (c) can arise from diversity. ; (d) all of the above

Description : Conflict: (a) can be positively related to productivity. ; (b) is always dysfunctional. (c) can arise from diversity. ; (d) all of the above

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

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.

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. ;

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.

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 ;

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. ;

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.