When dealing with a large group of people there is a high chance that conflicts may arise, and it is important as a manager or leader to put in place mechanisms that will prevent the chances or this occurring, and when it does, it does not inhibit the group from performing. Test your conflict and cohesion in groups understanding through this test.
A. Reasons
B. Reactions
C. Results
D. Reinterpretation
E. Resolution
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A. the 4Rs Method.
B. the A-E-I-O-U Model.
C. negotiation.
D. mediation.
E. arbitration.
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A. Members focus on the issues.
B. Members' contributions are devalued.
C. Members protect and defend their own ideas.
D. Members avoid conflict.
E. Members resist change and try to maintain traditional procedures.
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A. affective
B. collaborative
C. substantive
D. competitive
E. procedural
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A. accommodation
B. avoidance
C. collaboration
D. competition
E. compromise
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A. Disagreement does not result in punishment.
B. Members encourage tough competition among one another in order to make the best decisions.
C. Members will work with one another to achieve mutually satisfying resolution of conflicts.
D. Lower-status members are free to disagree with higher-status members.
E. the group has an agreed-upon approach for conflict resolution and decision making.
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A. accommodation
B. collaboration
C. competition
D. avoidance
E. compromise
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A. Show strength and conviction by supporting your own position.
B. Speak to be understood rather than win.
C. Focus on your own perspective rather than criticizing others' behavior.
D. Explore ideas in new ways.
E. Recognize that there are many perspectives rather than polarizing a dispute into only 2 points of view.
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A. React, Reply, Reason, Reprimand
B. Recognize, Reflect, Reconsider, Relate
C. Reasons, Reactions, Results, Resolution
D. Resources, Repetitions, Readiness, and Resolution
E. Recognize, Reflect, Reconsider, Reject
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A. audioconferences
B. videoconferences
C. bulletin boards
D. email
E. text messaging
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A. accommodation
B. collaboration
C. competition
D. avoidance
E. compromise
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A. accommodation
B. collaboration
C. competition
D. avoidance
E. compromise
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A. accommodation
B. collaboration
C. competition
D. avoidance
E. compromise
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A. Take responsibility for your actions with "I" statements.
B. Clearly identify the behavior that was wrong.
C. Explain why your actions are justified.
D. Acknowledge how others might feel.
E. Express regret.
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A. accommodation
B. collaboration
C. competition
D. avoidance
E. compromise
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A. compromise
B. collaboration
C. avoidance
D. accommodation
E. competition
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A. competition
B. avoidance
C. collaboration
D. accommodation
E. compromise
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A. arbitration
B. mediation
C. negotiation
D. the 4Rs Method
E. the A-E-I-O-U Model
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A. Identify member responsibility for problems with "you" statements.
B. Clearly identify who is to blame for the problem.
C. Disregard how others might feel as the result of your actions.
D. Follow through on any promises to correct the situation.
E. Plead for forgiveness because you have apologized.
A. collaboration
B. compromise
C. avoidance
D. accommodation
E. competition
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A. Women are more likely to leave a group that experiences continuous conflict.
B. Women are more likely to focus on substantive issues than men.
C. Women are more likely to address conflict privately rather than in front of the entire group.
D. Women tend to cooperate more than men under ideal conditions.
E. Women are more likely to avoid conflict than men are.
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A. reward ? punish
B. reliance on emotions ? reliance on reasoning and logic
C. homogeneous ? heterogeneous
D. concern for personal goals ? Concern for group goals
E. open system ? closed system
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A. Ask each member to serve in the role of critical evaluator.
B. If possible, have more than one group work on the same problem independently.
C. Avoid asking questions and do not demand justifications from others.
D. Discuss the potential negative consequences of any decision or action.
E. Before finalizing the decision, give members a second chance to express doubts.
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A. affective
B. collaborative
C. substantive
D. competitive
E. procedural
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A. people
B. interests
C. options
D. criteria
E. goals
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A. Members interact with each other less.
B. Members make a lot of negative statements about the group.
C. Members want to conform to group expectations.
D. The group lacks creativity.
E. none of the above
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A. establishing a group identify
B. establishing group traditions
C. respecting group members
D. emphasizing teamwork
E. recognizing and rewarding contributions
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A. affective
B. collaborative
C. substantive
D. competitive
E. procedural
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A. The need to save "face" during a conflict derives from the personal relationships among members.
B. Conflict resolution requires that "face" issues be mutually managed before discussing other issues.
C. In individualistic cultures, "saving face" is more important than winning an argument.
D. Conflict resolution succeeds when group members save "face" and also claim they have "won."
E. Cultures that place a great deal of value on "saving face" discourage personal attacks.
A. What other members do seems abnormal.
B. What other members do seems unfair.
C. What other members do seems to constrain what I want to do.
D. What other members do seems intended to harm me or others.
E. What other members do seems to reflect member needs.
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A. rationalization
B. self-censorship
C. mindguarding
D. pressure on dissent
E. illusion of invulnerability
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A. morality
B. stereotyping outsiders
C. mindguarding
D. illusion of unanimity
E. illusions of invulnerability
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A. arbitration
B. mediation
C. negotiation
D. the 4Rs Method
E. the A-E-I-O-U Model
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A. overconfidence.
B. discounting of warnings.
C. stereotyping of outsiders.
D. mindguarding.
E. critically evaluating options.
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