This is an assessment of your knowledge of conflict: what it is, it's nature, structure, and key concepts that lead to effective conflict resolution.
Who are task interdependent
Where one or both are angry
Find fault with the other
Use behaviors that cause a business problem
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False
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There is a high need for two people to work together.
There may be more than two people involved in the conflict.
The people involved find their own solution to resolve their conflict.
A union employee can ask a shop steward to represent him/her.
The conflict does not require urgent action to prevent violence.
People involved need to be in the same place at different times to resolve the conflict.
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Passive or aggressive
Yielding or compromising
Cooperating or collaborating
Fight or flight
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Avoiding
Withholding information
Getting others to take sides
Silent treatment
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Threatening
Yelling, screaming
Hostile gestures
Withdrawing
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Talking face-to-face
About the issues or problem
Without interruptions or distractions
Long enough to find a solution
None of the above
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True
False
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Perceptions, thoughts, assumptions or beliefs, which comprise a frame of reference for making sense out of what is going on.
Feelings of anger, fear, or hurt, which supply the energy our bodies need to act quickly in protecting ourselves from perceived danger.
Behaviors (verbal and nonverbal) that are taken in attempting to protect oneself in response to the perceived threat or risk.
Calling HR, the Ombudsman's office, Auditing hotline, or EEO Affairs to make a formal complaint.
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Way you think.
Way you feel.
Way you act.
Trigger that leads to conflict.
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Wasted time
Lowered morale
Theft, sabotage, vandalism, and damage
Health costs
Poor decision quality
When performance and productivity expectations are met
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Nuisance
Crisis
Clash
Blip
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Apologizing for wrongdoing
Asking someone else to change their behavior and then agreeing to change ones own behavior.
Revealing personal information about oneself
Taking responsibility for behavior
Acknowledging something positive about the other person
Trying to get someone to see how s/he was wrong
Expressing a willingness to move forward in a constructive way
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Nuisance
Crisis
Clash
Blip
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False
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Manager asking questions and making a decision about the outcome
Employees talking long enough to reach a solution on their own
Confrontation and conciliation
Manager listening and finding the best solution
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Fatigue
Expressed readiness to end the session
Desire for peace
Presenting options as a solution
Mental or emotional exhaustion
Inhibitory reflex
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When two employees simply cannot get along and one clearly has a chemical or substance abuse problem.
When two employees cannot get along because one is highly trained and experienced and the other requires more training and skill proficiency to do the job well.
When two employees simply cannot get along and one should be disciplined for a violation for a policy, procedure, rule or regulation.
When there is a "simple" workplace conflict and the manager is trained to facilitate conflict resolution.
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Deciding whether or not you will conduct managerial conflict resolution.
Talking to each employee seperately.
Deciding who is right and who is wrong.
Planning the time and the place for a meeting with you and the two employees involved in the conflict.
Holding a three-way meeting with you and the two employees involved in the conflict.
Follow-up.
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Ask good questions to gather accurate facts and information.
Keep both employees talking to each other.
Sit, listen and wait.
Help the employees find an agreement to a solution that works for both of them.
Support conciliatory gestures made by either employee.
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One employee owns up to his/her responsibility that contributed to the problem.
One employee self-discloses personal information to the other employee.
One employee holds onto his own view and position.
One employee expresses positive views of the other person.
One employee expresses a need to the other employee to help find a solution to their conflict because it's in their best interest to do so.
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Be fair and balanced
Be behaviorally specific
Include timeframes
Be written
Include the manager's approval
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False
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Quiz Review Timeline (Updated): Mar 20, 2023 +
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