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Question
A lose/lose conflict management strategy
a. is never appropriate and should be avoided at all costs.
b. results from a manager imposing his or her will on the "combatants."
c. may be an appropriate arbitration solution.
d. seeks to provide a long-term rather than a short-term solution.
Answer
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Related questions
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a. True
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Ruminating over personal and work-related problems
a. manages stress by putting the problems into perspective.
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The lease on Alexias apartment will come up for renewal in 3 months. Her apartment complex was recently bought out by a new property management firm, and Alexia has heard rumors that these new owners will raise all tenants rents substantially. She is very worried that she will not be able to afford the increased rent and will be evicted or have to go without enough food or her medications. Alexias friend Beth says she should try to regain or let go of control in this situation. What does that mean?
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b. misunderstanding.
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Oftentimes ____________________ is perceived as a negative experience in our society when, in reality, it can serve as an opportunity for personal growth.
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A(n) ____________________ is an appropriate conflict management style when resolving the conflict is not worth the potential damage to the relationship.
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When you are in the middle of settling a dispute and the conversation is becoming heated, it is important to create a _____________________ so that the parties can continue to be open and honest.
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When it results in a misunderstanding that causes two or more parties to perceive a disagreement, ineffective communication can serve as a(n) _____.
a. source of hidden expectations
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Case 13.1
There is a major conflict going on in Andy's department. Workers do not trust Andy. They resent his authoritarian style, and they resist his instructions and suggestions. Andy sees the workers as "drones," and they think of him as "Darth Vader." Initially, Andy's manager tells the workers to "put up with it" and to "get back to work." He refuses to listen to their complaints and imposes his instructions with a threat of discipline. A group of employees discusses the problem. Jane suggests that they just drop it and go back to work. She doesn't want to lose her job and fears that even if they win, their working relationship with Andy will be damaged beyond repair. Malcolm suggests that they go back to Andy's boss and explain that they think talking about Andy's behavior could improve productivity and quality. He tells the group they ought to write down and present the substance of their concerns, not just attack Andy's management style. Malcolm thinks they can work this out without removing Andy or getting fired themselves.
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____________________ refers to a person's speaking pattern and includes elements of directness/indirectness, word choice, use of jokes, or figures of speech, and so forth.
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Q:
Which of the following pieces of advice would be least helpful to an organization whose diversity training efforts are ineffective?
a. Offer incentives to middle managers who incorporate diversity initiatives into hiring, development, and promotion decisions.
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a. Limit the race and gender of employees.
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People can easily be discriminated against based on race because
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a. regard his own culture as better or more "correct" than other cultures.
b. believe that other cultures are better than his own.
c. display an attitude in favor of or against people based solely on primary or secondary dimensions.
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The most common and powerful stereotypes focus on observable personal attributes.
a. True
b. False
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Well-planned and executed diversity training programs can promote harmony, reduce conflict, and help give the organization a competitive advantage.
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b. False