Question 1

Mediation is more often successful in the all the following situations, except:
A) the issues do not involve a basic conflict of values
B) the level of conflict is moderate and not excessively high
C) the positions of both parties are understood by only one party
D) both parties are motivated to settle

Accepted Answer

Mediation is less likely to be successful if only one party understands the positions of both parties, as mutual understanding is crucial for effective negotiation and resolution.

Question 2

Which of the following management styles describes a manager who passively listens to what each side chooses to reveal and then tells the parties how to solve the conflict based on their presentations?
A) Adversarial intervention
B) Providing outcomes
C) Providing impetus
D) Inquisitorial intervention

Accepted Answer

The answer of Which of the following management styles describes...

Question 3

Define the term dispute.

Accepted Answer

The answer of Define the term dispute....

Question 4

Managers use one of three dominant styles when intervening in a subordinate conflict.

Accepted Answer

Managers typically use one of three dominant styles: avoidance, accommodation, or confrontation, when dealing with conflicts among subordinates.

Question 5

What criteria should be considered when deciding to focus on interests, rights, and power?

Accepted Answer

The answer of What criteria should be considered when deciding...

Question 6

The final phase of an arb-med process is called:
A) the arbitration phase
B) the impasse
C) the ruling phase
D) the imposition

Accepted Answer

The ruling phase is the final phase of an arb-med process. In this phase, the arbitrator issues a binding decision that resolves the dispute.

Question 7

Managers who provide impetus typically exert control over the decision, as well as a significant amount of control over the process.

Accepted Answer

The answer of Managers who provide impetus typically exert control...

Question 8

How can the use of threats be effective?

Accepted Answer

The answer of How can the use of threats be...

Question 9

A manager using an adversarial intervention exerts high control over both the process and the decision.

Accepted Answer

The answer of A manager using an adversarial intervention exerts...

Question 10

The informal managerial-dispute intervention model developed by A. R. Elangovan uses:
A) a decision tree with four dominant management styles
B) a four quadrant prescription
C) a decision tree and a series of diagnostic questions
D) a 6 x 6 matrix to classify intervention styles according to power levels

Accepted Answer

Elangovan's model uses a decision tree and a series of diagnostic questions to guide managers in selecting appropriate intervention strategies for disputes.

Question 11

Which of the following is a hybrid approach combines the flexible and creative facets of mediation with the finality of binding adjudication?
A) Neg-Arb
B) Arb-Med
C) Med-Arb
D) Union arbitration

Accepted Answer

Med-Arb is a hybrid approach that starts with mediation and, if unresolved, moves to arbitration for a binding decision.

Question 12

Discuss why mediational intervention is not used by many managers.

Accepted Answer

The answer of Discuss why mediational intervention is not used...

Question 13

Which of the following is not a style used regularly by managers?
A) Mediational intervention
B) Inquisitorial intervention
C) Providing impetus
D) Adversarial intervention

Accepted Answer

The answer of Which of the following is not a...

Question 14

Which of the following management styles describes a manager who typically does not exert control over the decision, and only mildly controls the process?
A) Providing impetus
B) Inquisitorial intervention
C) Providing outcomes
D) Adversarial intervention

Accepted Answer

The management style "Providing impetus" involves a manager who encourages and motivates the team but does not exert control over the decision-making process, allowing the team to take the lead.

Question 15

What are the reasons to use a third party?

Accepted Answer

The answer of What are the reasons to use a...

Question 16

Managers are frequently involved in the handling of disputes between subordinates and colleagues.

Accepted Answer

Managers often mediate conflicts to maintain a productive work environment and ensure team cohesion.

Question 17

In the arbitration-mediation process the third party begins by:
A) holding an arbitration hearing and making a decision, which is placed in a sealed envelope and is not revealed to the parties
B) mediating the negotiation
C) offering to meet with each party separately to determine if compromise is possible
D) attempts to reconcile the differences between the two parties and bring their objectives closer together

Accepted Answer

In arbitration-mediation, the process starts with arbitration where the third party makes a decision that is sealed. If mediation fails, the decision is revealed.

Question 18

Of the following management styles used during conflict intervention, which is the most common?
A) Adversarial intervention
B) Providing impetus
C) Inquisitorial intervention
D) Providing outcomes

Accepted Answer

Inquisitorial intervention is the most common management style during conflict intervention as it involves a neutral third party investigating the conflict and making decisions to resolve it.

Question 19

Outline how interests, rights, and power lead to different discussions between parties.

Accepted Answer

The answer of Outline how interests, rights, and power lead...

Question 20

Mediation is more often successful under what conditions?

Accepted Answer

The answer of Mediation is more often successful under what...

Quiz 9: The Dynamics of Disputes and Third-Party Help

Mediation is more often successful in the all the following situations, except:

Which of the following management styles describes a manager who passively listens to what each side chooses to reveal and then tells the parties how to solve the conflict based on their presentations?

Define the term dispute.

Managers use one of three dominant styles when intervening in a subordinate conflict.

What criteria should be considered when deciding to focus on interests, rights, and power?

The final phase of an arb-med process is called:

Managers who provide impetus typically exert control over the decision, as well as a significant amount of control over the process.

How can the use of threats be effective?

A manager using an adversarial intervention exerts high control over both the process and the decision.

The informal managerial-dispute intervention model developed by A. R. Elangovan uses:

Which of the following is a hybrid approach combines the flexible and creative facets of mediation with the finality of binding adjudication?

Discuss why mediational intervention is not used by many managers.

Which of the following is not a style used regularly by managers?

Which of the following management styles describes a manager who typically does not exert control over the decision, and only mildly controls the process?

What are the reasons to use a third party?

Managers are frequently involved in the handling of disputes between subordinates and colleagues.

In the arbitration-mediation process the third party begins by:

Of the following management styles used during conflict intervention, which is the most common?

Outline how interests, rights, and power lead to different discussions between parties.

Mediation is more often successful under what conditions?