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MGT-420 Final exam GCU || WITH 100% PASSED ANSWERS
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The communication process correct answers the steps between a source and a receiver that result in the transfer and understanding of meaning Communication Channels correct answers The various ways in which a message can be sent, ranging from one-on-one in-person meetings to Internet message boar...

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  • August 6, 2024
  • 13
  • 2024/2025
  • Exam (elaborations)
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MGT-420 Final exam GCU || WITH 100% PASSED
ANSWERS
The communication process correct answers the steps between a source and a receiver that
result in the transfer and understanding of meaning

Communication Channels correct answers The various ways in which a message can be sent,
ranging from one-on-one in-person meetings to Internet message boards.

Barriers to communication correct answers Obstacles that interrupt the flow of conveying and
receiving messages.

The "grapevine" correct answers an informal channel of communication, separate from
management's formal, official communication channels

Relational Violation correct answers a violation of the "boundary" of acceptable behavior in a
relationship

Relational Repair correct answers involves actions to return the relationship to a positive state

Nonverbal communication correct answers communication using body movements, gestures,
and facial expressions rather than speech

Avoidance in Communication correct answers

Attribution Bias correct answers the tendency to attribute one's own negative behavior to
external causes and one's positive actions to internal states

Supportive Communication Principles correct answers are techniques for navigating difficult
conversations. They are designed to reduce emotional defenses that arise in conflict situations
by focusing on joint problem solving.

Joint Problem Solving correct answers involves framing a problem in an objective rather than
accusatory or confrontational manner. Individuals need to step back from the emotion of the
situation and think deeply about how, if the problem is fixed, both parties will benefit.

Defensiveness correct answers Putting up an emotional guard against negative opinion.

Disconfirmation correct answers the existence of a discrepancy between expectations and
performance

Problem-Oriented, Not Person-Oriented correct answers can be alleviated using a problem-
oriented, not person-oriented approach. This technique focuses on identifying specific
behaviors that can be changed to make the situation better. It is often referred to as using "I"
statements rather than "You" statements:

Congruence (Words & Nonverbals) correct answers

, Developmental Feedback correct answers giving feedback in an honest and constructive way
that helps another to improve

The Johari Window correct answers a visual representation of components of the self that are
known or unknown to the self and to others

Active Listening correct answers Empathic listening in which the listener echoes, restates,
and clarifies. A feature of Rogers' client-centered therapy.

Functional vs. Dysfunctional Conflict correct answers Functional conflict results in benefits
to individuals, the team, or the organization.
•Dysfunctional conflict works to the disadvantage of an individual or team.

Substantive and Emotional Conflict correct answers •Substantive conflict is a fundamental
disagreement over ends or goals to be pursued and the means for their accomplishment.
•Emotional conflict involves interpersonal difficulties that arise over feelings of: anger,
mistrust, dislike, fear and resentment

Reducing Differences correct answers Reducing differences involves getting everyone
involved to adopt new attitudes, behaviors, and approaches toward one another. This conflict
management strategy focuses on conflict resolution and is an appropriate strategy for
handling dysfunctional conflict.

Tolerating Differences correct answers •Tolerating differences involves pushing members to
value and appreciate differences. This strategy focuses on conflict management rather than
conflict resolution.

Relational Conflict correct answers •is emotional conflict that comes from incompatibility in
identity, ideology, interpersonal style, and values.

Ladder of Inference correct answers •members critically analyze why they have a particular
ideological belief.

Superordinate Identity correct answers focuses on a higher order identity that unites across
groups.

Upward Referral correct answers Problems are moved from the level of conflicting individual
or teams and referred up the hierarchy for more senior managers to address.

Status Conflict correct answers disputes over status in a group's social hierarchy, conflict due
to different power levels or power bases

Process Conflict correct answers disagreement about the procedures or methods for
accomplishing the task

Task Conflict correct answers conflict over content and goals of the work

Cooking the Conflict correct answers creating conditions for people to engage their
differences to generate creative tension

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