<<1234567891011121314151617181920212223242526>> 1. Conflict in the workplace can result from:Alignment in personalities and communicationCompatibility in needs and self-interestsMismanagement and personality clashesOpen discussions and mutual respectQuestion 1 of 26 2. According to the text, what can cause negative effects due to conflicts?Efficient project completionIncreased productivityWork disruptions and turnoverEnhanced employee moraleQuestion 2 of 26 3. Conflict in organizations can be more detrimental in which type of organizations?Educational institutionsManufacturing industriesService organizations like BanksResearch organizationsQuestion 3 of 26 4. What is conflict primarily associated with in the provided text?Emotional stability and balanced discussionsIdeological discussions and mutual respectCompetition and differing opinionsPrejudices and open-mindednessQuestion 4 of 26 5. What is the central idea behind the definition of conflict?Finding middle groundOpposing ideas and strong disagreementsSimilar values and opinionsGroup consensus and understandingQuestion 5 of 26 6. According to McLean (2005), conflict primarily arises due to:Similar goals and desiresIdentical attitudes and interestsDifferences in incompatible goals or needsCommon perceptions and demandsQuestion 6 of 26 7. What is a potential consequence of unresolved conflict, as mentioned in the text?Strengthening relationshipsImproving productivityFostering a negative environmentPromoting open-mindednessQuestion 7 of 26 8. How much time do managers typically spend resolving conflicts in the workplace?10%25%50%75%Question 8 of 26 9. What are the suggested approaches to managing conflict in the workplace?Encouraging hyper-reactions and immediate responsesFocusing solely on work without addressing tensionsSeeking open-mindedness and positive approachesAvoiding discussions and maintaining silenceQuestion 9 of 26 10. What positive outcome can conflict management skills promote, as mentioned in the text?Increased tension and disagreementDeteriorating relationshipsHealthy relationships and understandingIndifference and lack of engagementQuestion 10 of 26 11. What principle about conflict is supported by Hocker and Wilmot (1991)?Conflict indicates a sign of poor relationshipConflict can always be resolvedConflict is universalConflict is always badQuestion 11 of 26 12. How is conflict different from a mere disagreement?It involves scarce resourcesIt involves opposition and perceived threatsIt is avoidable in all situationsIt primarily occurs in professional environmentsQuestion 12 of 26 13. How do perceptions influence responses to conflict?Perceptions have no effect on conflict resolutionPerceptions and experiences shape responses to conflictResponses to conflict are solely based on logic and reasoningResponses to conflict are driven by cultural backgrounds onlyQuestion 13 of 26 14. Why is conflict considered inevitable in relationships?Due to identical goals and backgroundsBecause it can always be avoidedOwing to diverse workplaces and backgroundsConflict is non-existent in personal relationshipsQuestion 14 of 26 15. What is the significance of conflicts, as per the provided principles?They are harmful and detrimental to growthThey always lead to complete resolutionConflicts provide opportunities for growth and learningConflicts are indicative of poor relationship skillsQuestion 15 of 26 16. Which perspective believes that conflict is inevitable and can be a positive force if managed properly?TraditionalistsHuman relations expertsIntegrationistsConflict resolversQuestion 16 of 26 17. What characterizes task conflict in the workplace?Arises from personal disagreementsInvolves fundamental differences in experiences and beliefsFocuses on work details, assignments, and proceduresRelated to values such as politics, religion, and ethicsQuestion 17 of 26 18. How can relationship conflict impact the workplace?Encourages healthy discussions and enhances productivityAffects job commitment, productivity, and trustResolves through collaborative problem-solvingStems from fundamental differences in beliefsQuestion 18 of 26 19. What is the key approach to resolving value conflicts?Collaborative problem-solvingSeeking emotional connectionsMutual understanding and respect through dialogueActive listening and employee debateQuestion 19 of 26 20. Which perspective views conflict as bad and something that should be avoided?Human relations expertsTraditionalistsIntegrationistsConflict resolversQuestion 20 of 26 21. Which type of intra-individual conflict involves balancing multiple roles and conflicting commitments?Frustration conflictRole conflictGoal conflictApproach-approach conflictQuestion 21 of 26 22. What characterizes "approach-avoidance conflict" in goal conflict?Choosing between mutually exclusive negative goalsBalancing a goal with both positive and negative aspectsChoosing between mutually exclusive positive goalsHaving conflicting roles within a single roleQuestion 22 of 26 23. In frustration conflict, what type of barriers can individuals face?Only internal barriersOnly external barriersOnly social barriersBoth external and internal barriersQuestion 23 of 26 24. Which type of conflict arises when an individual takes on different roles with conflicting demands, such as work and family?Intra-role conflictRole-person conflictInter-role conflictApproach-avoidance conflictQuestion 24 of 26 25. What defense mechanisms might frustrated individuals use to cope with their conflicts?Compromise, withdrawal, and fixationAggression, withdrawal, and fixationAggression, compromise, and withdrawalFixation, compromise, and approachQuestion 25 of 26 26. Which factor contributes to conflicts due to a team member's resistance to unfamiliar changes?Work habitsPoor communicationResistance to changePersonality clashesQuestion 26 of 26 Loading...
