Organizational Behavior Study Set 14

Business

Quiz 11 :

Handle Conflict, Negotiation, and Decision Making

Quiz 11 :

Handle Conflict, Negotiation, and Decision Making

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A dispute with one's boss over a plan of action to be followed, such as a marketing strategy for a new product, is an example of emotional conflict.
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True False
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False

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In today's environment, with so much focus on competition, research shows that managers and team leaders spend relatively little time dealing with conflicts.
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False

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Unfortunately, functional conflict cannot bring important problems to the surface and as such they cannot be addressed constructively.
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False

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Conflict in organizations can be upsetting both to the individual directly involved and to others affected by its occurrence.
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Daniel and Carol are unable to work together because of their interpersonal differences. This exemplifies a destructive substantive conflict.
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Arbitration occurs whenever disagreements exist in a social situation over issues of substance, or whenever emotional antagonisms create frictions between individuals or groups.
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Disputes and open disagreements may erupt among units and people when workflow interdependence is high.
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Conflict antecedents establish the conditions from which future conflicts are likely to develop.
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Conflict resolution occurs when the underlying reasons for conflict are eliminated.
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Conflict resolution involves a fundamental disagreement over ends or goals to be pursued and the means for their accomplishment.
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Dysfunctional conflict works to the individual's, group's, or organization's disadvantage often diverting energies and hurting group cohesion.
True False
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Functional conflict is also referred to as constructive conflict.
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Compromise is a superficial and often temporary form of conflict resolution.
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If conflict is severe and recurring, the continual use of upward referral may not result in true conflict resolution.
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When emotional conflicts creep into work situations, they can be conducive to teamwork because they get people to talk about their feelings.
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An appeal to common goals can focus the attention of potentially conflicting parties on one mutually desirable conclusion.
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Functional conflict can cause decisions to be considered carefully and to be perhaps reconsidered to ensure that the right course of action is being followed.
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Substantive conflict is commonly known as a clash of personalities.
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Reducing differences and tolerating differences are two strategies that are generally used to resolve functional conflicts.
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Functional conflict can offer opportunities for creativity that can improve individual, team, or organizational performance.
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