Managing Conflict and Negotiation MCQs
Managing Conflict and Negotiation MCQs
Answer these 30+ Managing Conflict and Negotiation MCQs and assess your grip on the subject of Managing Conflict and Negotiation.
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1: _____ is considered Abusive Supervision.
A. Spreading rumors
B. Taking credit for work done by followers
C. Giving the silent treatment
D. All of these
2: Affective Conflict is a conflict that engenders strong emotions such as_____
A. Anger
B. Disgust
C. Humility
D. Both a and b
3: Alternative Dispute Resolution refers to the methods to resolve conflict that both parties agree to with involving litigation.
A. True
B. False
4: Collective deviant behavior that creates a hostile working environment is known as_____
A. Context Impact
B. Ambient Impact
C. Positive Impact
D. None of these
5: In Arbitration, both parties in a disagreement agree in advance to accept a decision, and it is made by _____
A. Both parties
B. Biased third party
C. Neutral third party
D. All of these
6: Avoiding is a conflict resolution approach where a person is high on their own concerns and the concerns of others.
A. True
B. False
7: An alternative that negotiators will accept if the negotiation reaches an impasse and they can’t get their ideal outcome refers to Best Alternative to A Negotiated Agreement.
A. True
B. False
8: Compromising is a conflict resolution approach that reflects a _____ concern for the self and for others.
A. Low
B. Moderate
C. High
D. All of these
9: Conciliation is calling in_____ to attempt to resolve a conflict.
A. First party
B. Second party
C. Third party
D. No party
10: Conflict is the process that begins when one party perceives that _____ something that he or she cares about.
A. The other has negatively affected
B. The other is about to negatively affect
C. Both
D. None
11: Contingency Contracts are the contracts that bridge concerns about _____ events that are brought up during the negotiation, and they become part of the agreement.
A. Past
B. Present
C. Future
D. All of these
12: ______ is considered a part of Deviant Behaviour.
A. Aggression
B. Bullying
C. Social undermining
D. All of these
13: Direct Effects refers to when an employee is the target of a coworker’s _____ act.
A. Courteous
B. Deviant
C. Dominating
D. All of these
14: Dominating is a conflict resolution approach where a person is _____ with respect to their own concerns and low with respect to the concerns of others.
A. High
B. Low
C. Moderate
D. All of these
15: Expanding Pie means enlarging the pool of resources so that a negotiation can end in a _____ agreement where both sides feel that they got the best possible outcome.
A. Win-win
B. Win-lose
C. Lose-lose
D. All of these
16: When a leader intervenes to resolve a conflict it is called_____
A. Interruption
B. Facilitation
C. Resolution
D. Domination
17: Fixed Pie means when only a limited amount of goods are divided, and the goal is to get the ______ share.
A. Largest
B. Moderate
C. Limited
D. All of these
18: Indirect Effects means an employee being affected by learning of another coworker’s______
A. Deviant behaviour
B. Dominant behaviour
C. Courteous behaviour
D. All of these
19: Conflict resolution approach in which both parties confront the issue directly and discuss alternative courses of action is known as_____
A. Negotiating
B. Integrating
C. Obliging
D. All of these
20: When parties see the bargaining process as a zero-sum game, and they believe that an agreement cannot be reached that satisfies all concerns it is called Integrative Bargaining.
A. True
B. False
21: Labor Relations is the study and practice of managing _____ employment situations.
A. Ionized
B. Unionized
C. Saturated
D. Unsaturated
22: When a third-party, neutral person is called in to resolve a conflict it is called_____
A. Facilitation
B. Negotiation
C. Mediation
D. All of these
23: Negotiation is the discussion aimed at reaching an _____
A. Argument
B. Agreement
C. Both a and b
D. No end point
24: Obliging is a conflict resolution approach where a person's concern for themself is_____ and their concern for others is high.
A. High
B. Low
C. Moderate
D. Neutral
25: Ombudsperson is a person who hears grievances on _____ basis and attempts to resolve them.
A. Formal
B. Informal
C. Courteous
D. Both a and c
26: Peer Review is a panel of a grievant’s peers that hears the concern and attempts to resolve it.
A. True
B. False
27: Perspective Taking is the ability to see things from another person’s perspective that _____ with your own.
A. Aligns
B. Conflicts
C. Both
D. Has no effect
28: When people disagree on what course of action to pursue or the best way to operate, even after a decision has been made it is called_____
A. Process Conflict
B. Organizational Conflict
C. Substantive Conflict
D. Both a and b
29: Relationship Conflict refers to_____
A. Personality clashes
B. Differences in values
C. Differences in beliefs
D. Both a and b
30: Substantive Conflict occurs because people have different _____ on important issues in the organization that affect them.
A. Personality clashes
B. Experiences
C. Opinions
D. All of these
31: Task Conflict refers to disagreements about _____
A. Resource allocation
B. Policies
C. Interpretation of data
D. All of these
32: Toxic Workplaces are marked by_____
A. Significant drama
B. Infighting
C. Where personal battles often harm productivity
D. All of these
33: Workplace Aggression is defined as overt _____ behavior that harms others at work.
A. Physical
B. Non-physical
C. Both
D. None
34: An emergent phenomenon, “a social interaction through which one individual is attacked by one or more individuals almost on a daily basis and for periods of many months, bringing the person into an almost helpless position with potentially high risk of expulsion” refers to_____
A. Workplace Aggression
B. Workplace Bullying
C. Workplace Incivility
D. All of these
35: The characteristic of Workplace Incivility is _____
A. Rudeness
B. Discourteousness
C. Displaying a lack of regard for others
D. All of these
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Managing Conflict and Negotiation MCQs
