BUAD 309 Chapter 14 | Answered with complete solutions

BUAD 309 Chapter 14 | Answered with complete solutions ________ is defined as a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. A) Problem solving B) Assessment C) Conflict D) Negotiation E) Collective bargaining Conflict is defined as a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. Conservationists have had a perpetual conflict with the government of the United States over the fast and rampant depletion of the earth's natural resources. They argue that the United States must reduce its consumption level significantly to rectify this problem. Which of the following, if true, would most strengthen the conservationists' argument? A) The United States has been conserving forests for several years. B) Most countries have not taken any measures to reduce their consumption levels of natural resources. C) There are several countries that have more requirements for resources than the United States. D) The United States accounts for one-third of the total world resource consumption. E) New resource deposits are constantly being discovered. The fact that the United States has been conserving forests for several years has nothing to do with the conservationists' argument. Neither does the fact that there are several countries that have more requirements for resources than the United States nor the fact that new deposits are being discovered. The fact that most countries have not taken any measures to reduce the consumption level does not provide support for the conclusion. The fact that the United States consumes one third of all resources used in the world supports the conclusion as the United States cannot increase consumption to more than one third of the world's resources or they risk depleting the earth's resources even faster. According to the traditional view of conflict, all conflict is ________. A) harmful and must be avoided B) natural and helps generate discussion C) necessary and improves creativity of a group D) healthy and improves productivity E) rational and cannot be avoided The traditional approach to conflict assumed all conflict was harmful and must be avoided. According to the ________ view of conflict, conflict can be a positive force in a group and some conflict is absolutely necessary for a group to perform effectively. A) resolution focused B) traditional C) managed D) interactionist E) transactional The interactionist view of conflict encourages conflict on the grounds that a harmonious, peaceful, tranquil, and cooperative group is prone to becoming static, apathetic, and unresponsive to needs for change and innovation. According to the interactionist's perspective, a group that functions without conflict is ________. A) living up to behavioral standards B) prone to becoming static and apathetic C) the most productive D) most likely to be responsive to the need for change and innovation E) a rare phenomenon The interactionist view of conflict encourages conflict on the grounds that a harmonious, peaceful, tranquil, and cooperative group is prone to becoming static, apathetic, and unresponsive to needs for change and innovation. According to the interactionist view, ________ conflicts support the goals of the group and improve its performance. A) formal B) informal C) functional D) evaluative E) reactive The interactionist view does not propose that all conflicts are good. Rather, functional conflict supports the goals of the group and improves its performance and is, thus, a constructive form of conflict. A conflict that hinders group performance is a destructive or dysfunctional conflict. With reference to the interactionist view of conflict, conflict that relates to the content and goals of work is called ________ conflict. A) job B) task C) relationship D) process E) communication Task conflict relates to the content and goals of the work. Low to moderate levels of task conflict stimulate discussion of ideas. Task conflict is related to positive outcomes only when all members share the same goals and have high levels of trust. Conflicts related to how the work gets done are called ________ conflicts. A) communication B) task C) job D) relationship E) process Process conflict relates to how the work gets done. Which of the following statements is true regarding task conflicts? A) Task conflicts relate to how the work gets done. B) Task conflicts are almost always dysfunctional. C) Task conflict focuses on interpersonal relationships. D) Task conflict won't benefit groups performing routine tasks. E) Task conflicts hinder creativity and innovation. Task conflict relates to the content and goals of the work. Low to moderate levels of task conflict stimulate discussion of ideas. Task conflicts relate positively to creativity and innovation. Groups performing routine tasks that don't require creativity won't benefit from task conflict. For process conflict to be productive, it must be ________. A) kept high B) kept low C) kept at moderate-to-high levels D) kept at moderate levels E) subject to managerial control Low levels of process conflict and low to moderate levels of task conflict can be functional, but only in very specific cases. For process conflict to be productive, it must be kept low. The ________ view of conflict focuses on productive resolution of conflicts. A) interactionist B) transactional C) managed D) rational E) traditional The managed conflict perspective does recognize that conflict is probably inevitable in most organizations, and it focuses more on productive conflict resolution. It strives to find constructive methods for resolving conflicts productively so their disruptive influence can be minimized. Which of the following statements is true regarding the managed conflict perspective? A) It argues that all conflicts are bad and should be eliminated. B) It proposes that some conflict is absolutely necessary for a group to perform effectively. C) It classifies conflicts into functional and dysfunctional conflicts. D) It is based on the view that conflicts reduce the long-term viability of the group. E) It argues that conflicts improve creativity of the group. The managed conflict perspective does recognize that conflict is probably inevitable in most organizations, and it focuses more on productive conflict resolution. It states that conflicts produce stress, which may lead people to become more close minded and adversarial and this in turn reduces the long-term viability of the group. It seems that your work group is in conflict much of the time. One colleague has suggested that you, as the supervisor, are responsible for eliminating the conflict so that your work group can function harmoniously. Another colleague has suggested that conflict is good for stimulating creativity and productivity within the work environment. You are unsure about whether you should try to eliminate the conflict within your group or learn to deal with it positively. If you support the idea that conflict should be eliminated, you are supporting which of the following the traditional view The traditional view has argued that conflict must be avoided, that it indicates a malfunctioning within the group. In this school of thought, conflict is viewed negatively and discussed with such terms as violence, destruction, and irrationality to reinforce its negative connotation. It seems that your work group is in conflict much of the time. One colleague has suggested that you, as the supervisor, are responsible for eliminating the conflict so that your work group can function harmoniously. Another colleague has suggested that conflict is good for stimulating creativity and productivity within the work environment. You are unsure about whether you should try to eliminate the conflict within your group or learn to deal with it positively. 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 E) the promotional view The interactionist view of conflict encourages conflict on the grounds that a harmonious, peaceful, tranquil, and cooperative group is prone to becoming static, apathetic, and unresponsive to needs for change and innovation. The major contribution of this view is recognizing that a minimal level of conflict can help keep a group viable, self critical, and creative. When your work group disagrees, the disagreements usually concern how the group's work should be accomplished. The type of conflict experienced by your group is known as a ________ conflict. A) task B) relationship C) process D) traditional E) reactive Process conflict relates to how the work gets done. Matt works as a sales representative at Tandem Industries which manufactures and sells bicycles. He's the best salesman on the floor, but he also receives the highest number of customer complaints for late deliveries. Which of the following, if true, best explains this situation? A) The company uses enterprise solutions to manage inventory. B) The company's manufacturing facility is functioning at optimum capacity. C) The company's sales and logistics functions are tightly integrated. D) The company keeps inventory levels low in order to reduce costs. E) The company has an efficient credit verification process. In this situation, if the company keeps inventory levels low in order to reduce costs, then it directly conflicts with Matt's job of selling bicycles and ultimately results in late deliveries. This conflict is structural in nature. If the company uses enterprise solutions to manage inventory and if its sales and logistics functions are tightly integrated, then the problem of late deliveries should not arise. Similarly, if the firm's manufacturing facility is functioning at optimum capacity then there should be an adequate of supply of bicycles. If the company's credit verification process is efficient, then it would not result in late deliveries. Conditions that can create conflicts can be classified into three categories. Which of the following is one of these three categories that includes variables such as jurisdictional clarity, member-goal compatibility, and leadership styles? A) communication B) structure C) personal variables D) group interactions E) process variables Conflicts related to structure result from variables such as size, degree of specialization in the tasks assigned to group members, jurisdictional clarity, member-goal compatibility, leadership styles, reward systems, and the degree of dependence between groups. Which of the following statements is true regarding conflict? A) The smaller the group, the greater the likelihood of conflict. B) The less specialized the activities of the group, the greater the likelihood of conflict. C) People low in the personality traits of disagreeableness, neuroticism, or self-monitoring are more likely to engage in a conflict. D) Diversity of goals among groups is a major source of conflict. E) As the ambiguity about where responsibility for actions lies decreases, the potential for conflict increases. Diversity of goals among groups is a major source of conflict. People high in the personality traits of disagreeableness, neuroticism, or self-monitoring are more likely to engage in a conflict. Stage II of the conflict process deals with the conflict being ________. A) perceived and felt B) apparent and experienced C) expressed and resolved D) analyzed E) internalized The potential for opposition or incompatibility becomes actualized in the second stage. Because a conflict is a perceived conflict does not mean it is personalized. It is at the felt conflict level, when individuals become emotionally involved, that parties experience anxiety, tension, frustration, or hostility. The ________ stage of the conflict process is important because it's where conflict issues tend to be defined. A) potential opposition B) cognition and personalization C) intentions D) behavior E) reaction and transference The cognition and personalization stage of the conflict process is important because it's where conflict issues tend to be defined. This is the point when the parties decide what the conflict is about. ________ is the third stage in the conflict process and it intervenes between people's perceptions and their overt behavior. A) Potential for opposition B) Intention C) Cognition D) Attribution E) Behavioral manifestation Intentions intervene between people's perceptions and emotions and their overt behavior. They are decisions to act in a given way. The conflict-handling techniques are characterized by two dimensions, cooperativeness and assertiveness. Cooperativeness indicates the degree to which ________. A) one party attempts to satisfy his or her own concerns B) one party attempts to suppress the conflict C) the parties attempt to find a win-win solution D) one party attempts to satisfy the other party's concerns E) the parties are willing to involve a third party in conflict resolution Cooperativeness indicates the degree to which one party attempts to satisfy the other party's concerns. Assertiveness indicates the degree to which ________. A) one party attempts to satisfy his or her own concerns B) one party attempts to suppress the conflict C) the parties attempt to find a win-win solution D) one party attempts to satisfy the other party's concerns E) the parties are willing to involve a third party in conflict resolution Assertiveness indicates the degree to which one party attempts to satisfy his or her own concerns. When one person seeks to satisfy his or her own interests regardless of the impact on the other parties to the conflict, that person is using the conflict-handling intention of ________. A) competing B) avoiding C) accommodating D) compromising E) collaborating When one person seeks to satisfy his or her own interests regardless of the impact on the other parties to the conflict, that person is competing. ________ is a conflict-handling technique in which the parties in a conflict each desire to satisfy fully the concerns of all parties. A) Collaborating B) Competing C) Accommodating D) Avoiding E) Compromising When parties in conflict each desire to fully satisfy the concerns of all parties, there is cooperation and a search for a mutually beneficial outcome. In collaborating, the parties intend to solve a problem by clarifying differences rather than by accommodating various points of view. The conflict-handling intention of collaborating is ________. A) assertive and uncooperative B) assertive and cooperative C) unassertive and uncooperative D) unassertive and cooperative E) affective and reflective Collaborating intentions are assertive and cooperative. Which of the following conflict-handling intentions is unassertive and uncooperative? A) competing B) collaborating C) avoiding D) compromising E) accommodating Avoiding intentions are unassertive and uncooperative. The conflict-handling intention of accommodating is ________. A) assertive and uncooperative B) assertive and cooperative C) unassertive and uncooperative D) unassertive and cooperative E) reflective and assertive Accommodating intentions are unassertive and cooperative. Luke's cubicle neighbor Leia, though an understanding and great co-worker, talks loudly on the phone. Luke gets annoyed every time Leia's phone rings, but he has decided it's simply not worth the trouble to talk to her about it. Luke's conflict-handling intention is called ________. A) competing B) avoiding C) accommodating D) compromising E) collaborating A person may recognize a conflict exists and want to withdraw from or suppress it. Examples of avoiding include trying to ignore a conflict and avoiding others with whom you disagree. A party who seeks to appease an opponent may be willing to place the opponent's interests above his or her own, sacrificing to maintain the relationship. We refer to this intention as ________. A) collaborating B) avoiding C) compromising D) competing E) accommodating A party who seeks to appease an opponent may be willing to place the opponent's interests above his or her own, sacrificing to maintain the relationship. We refer to this intention as accommodating. Macy does not like a few of the standard operating procedures adapted for the new project. However, she discussed the items with the team and told them that she realized she was in the minority and that she would adapt the new procedures to maintain smooth operations within the team. This type of intention is called ________. A) negotiating B) accommodating C) collaborating D) compromising E) competing A party who seeks to appease an opponent may be willing to place the opponent's interests above his or her own, sacrificing to maintain the relationship. We refer to this intention as accommodating. Supporting someone else's opinion despite your reservations about it, for example, is accommodating. Which of the following conflict handling intentions is assertive and uncooperative? A) compromising B) avoiding C) competing D) collaborating E) accommodating The conflict handling intention of competing is assertive and uncooperative. Which of the following conflict-handling intentions involves accepting a solution that provides incomplete satisfaction of both parties' concerns? A) collaborating B) compromising C) avoiding D) competing E) accommodating In compromising, there is no clear winner or loser. Rather, there is a willingness to ration the object of the conflict and accept a solution that provides incomplete satisfaction of both parties' concerns. In which stage of the conflict process does conflict become visible? A) outcomes B) intentions C) incompatibility D) behavior E) personalization