What is the primary danger associated with relationship conflicts in the workplace?
Explanation
This question emphasizes the consistently negative impact of relationship conflict on team performance and satisfaction, a key concept in the chapter.
Other questions
According to the definition provided in Chapter 14, what is the term for a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something the first party cares about?
Which view of conflict argues that it is a natural and inevitable outcome in any group and not necessarily bad?
According to Chapter 14, which type of conflict focuses on interpersonal relationships and is almost always dysfunctional?
What is the correct sequence of the five stages in the conflict process as outlined in Exhibit 14-1?
In Stage I of the conflict process, which category includes variables such as size of the group, jurisdictional clarity, and reward systems?
What is the level in the conflict-intensity continuum that includes strikes, riots, and wars?
Which of the following is NOT listed in Exhibit 14-4 as a conflict-resolution technique?
What is the defining characteristic of distributive bargaining?
In the context of negotiation, what does BATNA stand for?
Which of the following is NOT one of the five steps in the negotiation process presented in Exhibit 14-7?
What type of third-party negotiator facilitates a solution by using reasoning and persuasion but does not have the authority to dictate an agreement?
According to research cited in Chapter 14, what percentage of a manager's time is consumed by resolving personality conflicts among staff members?
In the five-stage conflict process, the stage where conflict issues are defined and individuals become emotionally involved is known as:
Which conflict-handling intention is characterized by being assertive and uncooperative?
What is the term for a bargaining strategy that assumes a 'fixed pie' and operates under zero-sum conditions?
In negotiation, what is the term for the lowest acceptable outcome for a party, below which they would break off negotiations?
According to the chapter, what is the 'managed conflict' perspective on conflict?
What is the term for a third-party negotiator who has the authority to dictate an agreement?
Research cited in the chapter on mediation effectiveness shows an approximate settlement rate of:
What is the primary reason that integrative bargaining is often preferable to distributive bargaining in organizations?
Which individual difference is NOT discussed in Chapter 14 as a factor influencing negotiation effectiveness?
A conflict that hinders group performance is known as a:
The conflict-handling intention that is midrange on both assertiveness and cooperativeness is:
In the negotiation process, what is the primary purpose of the 'Clarification and Justification' step?
According to the chapter, which bargaining strategy is preferable for building long-term relationships?
Revealing a deadline during a negotiation is a tactic most associated with which type of bargaining?
What is the term for the unwritten agreement that sets out mutual expectations between employees and employers, which, when violated, can lead to conflict?
What is the likely outcome when a negotiator with low power displays anger?
The conflict process stage that includes overt efforts to destroy the other party and aggressive physical attacks is found at the highest level of the:
Which conflict-stimulation technique involves designating a critic to purposely argue against the majority positions held by the group?
What is the term for the process where a neutral third party provides an informal communication link between a negotiator and their opponent?
Research on gender differences in negotiation suggests that women are penalized when they:
What is a potential negative consequence of task conflict, even at low to moderate levels?
Which of the following is NOT one of the three general categories of conditions that can be sources of conflict in Stage I?
What does research suggest is a good strategy for achieving more integrative outcomes in a negotiation?
In what stage of the conflict process do parties decide what the conflict is about?
Which of the following is NOT a characteristic of integrative bargaining according to Exhibit 14-5?
What is the primary difference between a mediator and an arbitrator?
What does the 'Anger and Conflict Across Cultures' box suggest about the use of anger as a negotiation tactic?
The conflict-handling intention that is unassertive and uncooperative is:
What is the main reason that making the first offer in a distributive negotiation is often a good strategy?
What is a functional outcome of conflict?
Which of the following personality traits are associated with poor outcomes in distributive bargaining?
What is the primary reason that anxious negotiators tend to obtain worse outcomes?
What is the term for a conflict-resolution technique that involves creating a shared goal that cannot be attained without the cooperation of each of the conflicting parties?
The traditional view of conflict, which prevailed in the 1930s and 1940s, saw conflict as:
Why do most people not see more integrative bargaining in organizations?
At what point in the negotiation process do parties exchange their initial proposals or demands?
What is the term for a situation where an employee's behavior is determined by others' expectations?