58 Questions
What is a consequence of avoiding conflict?
The situation is more likely to continue or escalate
What is a common reason qualified employees are passed over for management and executive positions?
Conflict avoidance
What is a characteristic of escalating conflicts?
Tactics change from light to heavy
What is a possible outcome of managing conflict effectively?
Stronger relationships
What is a common cause of conflict?
Unmet needs
What is a sign of conflict escalation?
Issues move from specific to general
What percentage of workers aged 55 and above negotiate salaries?
30%
What is the primary reason for the perceived gap between what we want and what we’re experiencing at work?
The want gap
What is the outcome of over 80% of salary negotiations?
The employee receives more pay
What is the primary reason people tend to avoid conflict?
Fear of damaging relationships
What is the primary characteristic of functional conflict?
Focuses on the issues
What is the recommended strategy for negotiating a pay raise?
Asking current, former, and recruiter colleagues
Which type of conflict can lead to bullying and create strain and poor health in workers?
Personality conflict
What is the primary consequence of dysfunctional conflict in an organization?
Reputational damage
What is the key factor in reducing intergroup conflict according to the contact hypothesis?
The quality of interactions between groups
What is the primary goal of conflict resolution in intergroup conflict?
To eliminate specific negative interactions
What is a characteristic of a psychologically safe climate?
A sense of confidence among team members
What is the result of negative intergroup interactions overpowering intergroup friendships?
Increased intergroup conflict
What is a key consideration when creating a family supportive culture, beyond just parenthood?
Gender
What is the term for the penalty faced by mothers in the workforce?
Motherhood penalty
What is the primary difference between bullying and incivility?
Bullying is a more severe form of incivility
What is the term for the negative impact of bullying on individuals who are not directly targeted?
Group-level implications
What is the primary cause of bullying in the workplace?
Both individuals and employers
What is the primary objective of using the devil's advocacy and dialectic decision methods?
To identify the most effective solution based on relevant facts
What is the key difference between devil's advocacy and dialectic decision methods?
The role of assumptions in identifying the proposal
What is the primary goal of the integrating conflict handling style?
To identify and solve the problem cooperatively
What is characteristic of the dominating conflict handling style?
A high concern for oneself and low concern for others
What is the purpose of monitoring the decision after it has been made in the devil's advocacy and dialectic decision methods?
To ensure that the decision is implemented correctly
What is the key benefit of using the dialectic decision method over consensus decision-making?
It leads to more well-rounded and informed decisions
What is a common sign of conflict escalation, as indicated by a change in tactics?
Tactics change from light to heavy.
What is a potential outcome of effectively managing conflict?
Stronger relationships, Learning, Agreement.
What is a reason people may avoid conflict?
Fear of rejection, harm, damage to or loss of relationships.
What is a consequence of avoiding conflict?
The situation will continue or escalate.
Why are qualified employees sometimes passed over for management and executive positions?
Conflict avoidance.
What is a characteristic of dysfunctional conflict?
It threatens an organization's interests.
How can a manager foster a psychologically safe climate in the workplace?
By framing work as a learning problem, not a performance problem; ensuring leaders are inclusive and accessible; hiring and developing employees who are comfortable expressing their ideas and receptive to others; and celebrating and reinforcing the value of differences between group members and their ideas.
What is likely to happen when a group views outsiders as friends?
The group is likely to view the group as a safe place to express opinions.
What is the impact of work-life conflict on important outcomes in the work organization and life?
Work-life conflict can negatively impact job and career satisfaction, job performance, and marital and family satisfaction.
What is the primary incentive for employers in salary negotiations, and how does it impact workers?
Employers are incentivized to lower labor costs, while workers are incentivized to maximize earnings. This creates a conflicting interest between the two parties.
How can workplace organizations and management address work-life balance issues?
By implementing flexspace and flextime policies, which enable employees to work from different locations and have flexible scheduling.
What is the 'want gap' in the context of conflict, and how does it affect individuals?
The 'want gap' refers to the perceived gap between what we want and what we're experiencing, which creates energy and can lead to conflict. At work, it can reduce productivity, cause project failure, stress, and reputational damage.
What is the result of a group stereotyping other groups as all alike?
The group does not view the group as a safe place to express opinions.
What are the benefits of negotiating salaries, and why do many workers fail to do so?
Negotiating salaries can lead to higher earnings, with 84% of those who negotiate receiving more pay. However, fewer than 40% of workers negotiate salaries, with women and older workers being less likely to do so.
What is the primary consequence of work-life conflict on individuals?
Lower job and career satisfaction, job performance, and marital and family satisfaction.
What is the difference between functional and dysfunctional conflict, and how do they impact an organization?
Functional conflict is constructive, cooperative, and focuses on issues, while dysfunctional conflict threatens or diminishes an organization's interests and can lead to absenteeism. Functional conflict can be beneficial, while dysfunctional conflict is harmful.
What are some key strategies for negotiating a new salary, and why are they important?
Key strategies for negotiating a new salary include knowing the market rate, knowing one's value, considering benefits, and being honest. These strategies are important because they can help individuals negotiate a fair salary and improve their overall compensation package.
What are the implications of managing conflict effectively, and how can it impact an organization?
Managing conflict effectively can lead to increased productivity, improved relationships, and enhanced reputation. It can also reduce absenteeism, turnover, and project failure. Effective conflict management is essential for organizational success.
What is the key difference between distributive and integrative negotiation?
Distributive negotiation involves a single issue with a fixed outcome, where one person gains at the expense of another, whereas integrative negotiation involves multiple interests and results in a satisfying agreement for all parties.
What is the primary goal of negotiation, according to the text?
The primary goal of negotiation is to reach a satisfying agreement for all parties, rather than seeing it as a conflict or a win-lose situation.
What are the two types of negotiation approaches mentioned in the text?
The two types of negotiation approaches are position-based negotiation and interest-based negotiation.
What is the focus of compromising as a conflict handling style?
Compromising involves a give-and-take approach with a moderate concern for both self and others.
What is the difference between active suppression and passive withdrawal in conflict handling?
Active suppression involves actively ignoring or hiding the issue, while passive withdrawal involves avoiding the issue or removing oneself from the situation.
What are some essential strategies for developing a workplace bullying strategy, and how do they contribute to a more respectful and open work environment?
Some essential strategies for developing a workplace bullying strategy include encouraging open and respectful communication, identifying and modeling appropriate ways for people to interact with colleagues, developing and communicating a system for reporting bullying, and identifying and resolving conflicts quickly. These strategies contribute to a more respectful and open work environment by promoting positive interactions, addressing conflicts promptly, and providing a safe and supportive space for employees.
How does the absence of non-verbal cues in digital communication affect teamwork and norms, and what are the implications for workplace interactions?
The absence of non-verbal cues in digital communication can affect teamwork and norms by making it more difficult to interpret tone, intentions, and emotions, leading to potential misunderstandings and conflicts. This can have implications for workplace interactions, such as increased incivility and decreased trust among team members.
What are some key components of a effective anti-bullying strategy for groups and organizations, and how do they address the causes and outcomes of incivility at work?
Key components of an effective anti-bullying strategy include developing a workplace bullying policy, encouraging open and respectful communication, identifying and modeling appropriate ways for people to interact with colleagues, and training employees on conflict management and bystander intervention. These components address the causes and outcomes of incivility at work by promoting a culture of respect, addressing conflicts promptly, and providing support for employees affected by bullying.
How does programmed conflict differ from other types of conflict, and what are the implications for workplace interactions and decision-making?
Programmed conflict refers to conflict that raises different opinions regardless of the personal feelings of managers. This type of conflict differs from other types of conflict in that it is focused on issues rather than personal relationships, and it can lead to more effective decision-making and problem-solving. The implications for workplace interactions and decision-making include promoting a culture of constructive debate and critical thinking.
What are the consequences of not addressing bullying behavior in the workplace, and how can these consequences be mitigated through effective anti-bullying strategies?
The consequences of not addressing bullying behavior in the workplace can include decreased productivity, increased turnover, and negative impact on employee well-being. These consequences can be mitigated through effective anti-bullying strategies, such as developing a workplace bullying policy, training employees on conflict management and bystander intervention, and promoting a culture of respect and open communication.
What is the role of bystander intervention in addressing workplace bullying, and how can it be effectively integrated into an anti-bullying strategy?
Bystander intervention involves taking action to support a victim of bullying or to intervene in a bullying situation. This can be an effective component of an anti-bullying strategy by promoting a culture of accountability and support for employees affected by bullying. To effectively integrate bystander intervention into an anti-bullying strategy, organizations can provide training and support for employees to take action in a safe and effective manner.
Study Notes
• Conflict can arise from various sources, including personality differences, poor communication, irritating workplace behaviors, differences in work methods, unmet needs, perceived inequities of resources and policies, unclear roles, competing responsibilities, change, and poor management.
• Warning signs of conflict escalation include tactics changing from light to heavy, the number of issues growing, issues moving from specific to general, the number of parties involved increasing, and goals changing from resolving the conflict to winning or even hurting the other party.
• Avoiding conflict can occur for various reasons, such as fear of rejection, harm, damage to relationships, desire to avoid saying the wrong thing, anger, being seen as selfish, failing, or hurting someone else.
• Conflict avoidance can lead to undesirable outcomes, such as continued or escalated conflict, and can even be a reason qualified employees are passed over for management and executive positions.
• By managing conflict, many desirable outcomes can emerge, including agreement, stronger relationships, and learning.
• Conventional forms of conflict include personality conflict, which is an interpersonal opposition based on personal dislike or disagreement, and intergroup conflict, which is conflict among work groups, teams, and departments.
• Approaches to intergroup conflict include the contact hypothesis, which suggests that the more members of different groups interact, the less intergroup conflict they experience, and creating a psychologically safe climate where team members feel safe taking interpersonal risks.
• Incivility and bullying can take many forms, including social undermining, aggression, interpersonal deviance, and harassment, and can have group-level implications.
• Conflict resolution techniques include devil's advocacy and the dialectic method, which involve presenting and debating different proposals to key decision-makers.
• Conflict handling styles include integrating (problem-solving), obliging (smoothing), dominating, and compromising.
• Managing conflict and negotiation can have implications for salaries and raises, with fewer than 40% of workers negotiating salaries and those who do often receiving more pay.
• Negotiating salaries and raises involves knowing the market rate, knowing one's value, considering what's in it for the employer, being honest, not going first, and considering benefits.
• Conflict is defined as the energy created by the perceived gap between what we want and what we're experiencing, and can be a pervasive part of the human experience, reducing productivity, causing project failure, stress, and reputational damage if not managed effectively.
Test your knowledge of contemporary conflict and negotiation techniques, including common forms of work-related conflict and how to manage and negotiate effectively. This quiz covers the learning objectives of Chapter 14 from the University of Arkansas, College of Business, Department of Management. Improve your understanding of conflict management and negotiation skills.
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