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30 Cards in this Set
- Front
- Back
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Conflict is an inevitable part of organizations.
TF |
True
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In a conflict situation, competition can increase the level of conflict.
TF |
True
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Mediators impose a solution on parties in conflict.
TF |
False
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Distributive justice emphasizes fair distribution of outcomes based on the degree of contribution to the organization.
TF |
True
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When managers are implementing major changes in the organization, political strategies are very important to this process.
TF |
True
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When discord arises between individuals within an organization because they have different goals or values, this is called:
accommodation. competition. organizational conflict. interorganizational conflict. |
organizational conflict.
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When conflict is resolved either by collaboration or by compromise, then ________ conflict resolution has occurred.
functional competitive organizational politics distributive negotiation |
functional
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Impartial parties who are not involved in the conflict but who have expertise in resolving the conflicts of others are called:
arbitrators. compromisers. avoiders. third-party negotiators. |
third-party negotiators.
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Demands are ________ a manager wants, while interests are ________ the managers wants these demands.
how; why what; why why; how why; what |
what; why
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The tactics that managers use within the organization to increase their power over others are known as:
political strategies. dysfunctional strategies. functional strategies. integrative bargaining. |
political strategies.
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Conflict is an inevitable part of organizational activity.
TF |
True
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The marketing department needs the production department to manufacture the goods it attempts to sell, while the production department needs the marketing department to find customers for the goods that it is producing. This is known as:
Scarce resources Controlling the agenda Incompatible evaluation systems Overlapping authority Task interdependence |
Task interdependence
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Functional conflict resolution means that the conflict has been resolved by compromise or by collaboration between the parties who were in conflict.
TF |
True
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Tomas managers a group of six workers. Two of them, George and Maria, always seen to disagree, although they both get along well with the rest of the group. Tomas has counseled both of them repeatedly and sent them both to diversity training, but they still quarrel. What should Tomas do?
Send them to diversity training again Transfer one of them Rotate their jobs Fire them both Do nothing |
Transfer one of them
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In distributive negotiation, the parties in conflict believe that they need to divide up a fixed set of resources among themselves.
True False |
True
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Integrative bargaining is characterized by:
Information sharing Organizational politics Distributive negotiation Competition None of these |
Information sharing
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The goals that all parties in conflict agree to are known as:
Subordinate goals Benchmark goals Superordinate goals Distributive goals Integrative goals |
Superordinate goals
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Two parties in conflict focus on each other's shortcomings instead of focusing on solving the problem. This is an example of:
Emphasizing subordinate goals Emphasizing superordinate goals Focusing on interests instead of demands Focusing on the people instead of the problem Focusing on subordinate goals |
Focusing on the people instead of the problem
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Managers who ____________ are likely to see their ___________.
Decrease uncertainty; power decrease Decrease uncertainty; power increase Increase uncertainty; power increase Decrease their power; uncertainty increase Increase their power; uncertainty increase. |
Decrease uncertainty; power increase
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A manager exercises her power unobtrusively in order to ensure that other managers whose support they need for an important decision benefit personally from providing support to that manager. This is known as:
Controlling the agenda Being in a central position Relying on objective information Bringing in an outside expert Making everyone a winner |
Making everyone a winner
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Interpersonal Conflict
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conflict between individuals
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Intragroup Conflict
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conflict between a group
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intergroup conflict
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conflict between two groups
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interoganizational conflict
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conflict across the organization
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Sources of conflict (6)
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Incompatible goal and times
Status Inconsistencies Scarce resources Incompatible evaluations/reward systems Task interdependencies Overlapping authority |
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Functional Conflict resolution
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handling conflict by compromise
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Accommodation
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one party gives in
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Avoidance
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two parties try to ignore the problem, do nothing to resolve
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Negotiation
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Parties with equal power negotiate to find a solution
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Political Strategies (5)
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Controlling uncertainty
Being Irreplaceable being in a central position Generating Resources Building Alliances |
