#1
Which of the following is NOT a conflict resolution strategy?
Collaboration
Avoidance
Compromise
Micromanagement
#2
What is the primary goal of conflict management in organizations?
To eliminate all conflicts
To escalate conflicts
To encourage conflicts
To resolve conflicts effectively
#3
What role can effective communication play in conflict management?
It can escalate conflicts
It can help in understanding others' perspectives and finding common ground
It is irrelevant in conflict resolution
It can lead to avoidance of conflicts
#4
Which conflict management style involves giving in to the other party's demands?
Competing
Accommodating
Compromising
Collaborating
#5
What is the significance of compromise in conflict resolution?
It leads to a win-lose outcome.
It satisfies both parties partially.
It exacerbates conflicts.
It disregards the interests of both parties.
#6
Which conflict management style emphasizes preserving harmony and avoiding confrontation?
Accommodating
Collaborating
Avoiding
Competing
#7
Which of the following is an example of an interpersonal conflict?
A disagreement between two departments
A conflict with a competitor company
A clash between two colleagues over work responsibilities
A disagreement between a company and its shareholders
#8
What does the term 'win-win solution' refer to in conflict resolution?
A solution where one party dominates over the other
A solution where both parties achieve their objectives
A solution where both parties lose
A solution where conflicts are ignored
#9
What is the difference between conflict and disagreement?
Conflict involves physical violence, while disagreement does not.
Disagreement is a type of conflict.
Conflict is more intense and involves opposing views or interests, while disagreement is simply a difference of opinion.
There is no difference; conflict and disagreement are synonymous.
#10
Which of the following is NOT a stage in the conflict resolution process?
Identification
Resolution
Escalation
Implementation
#11
What is the primary difference between distributive and integrative bargaining?
Distributive bargaining aims to create win-win outcomes, while integrative bargaining aims to divide resources between parties.
Distributive bargaining involves collaboration, while integrative bargaining involves competition.
Distributive bargaining is zero-sum, where one party's gain is the other's loss, while integrative bargaining seeks solutions where both parties can gain.
There is no difference between the two approaches.
#12
Which of the following is an example of a structural conflict?
A disagreement between employees over a project deadline
A clash between two departments due to resource allocation issues
A conflict between two colleagues over personal preferences
A disagreement between a company and its client
#13
Which conflict management style involves assertiveness and cooperation to find a mutually beneficial solution?
Competing
Avoiding
Accommodating
Collaborating
#14
What is the role of a mediator in conflict resolution?
To impose a solution on the conflicting parties
To advocate for one party's interests
To facilitate communication and negotiation between the conflicting parties
To avoid conflicts altogether
#15
What is the role of empathy in conflict resolution?
It escalates conflicts by increasing emotional involvement.
It helps parties understand each other's perspectives and emotions, facilitating resolution.
It is irrelevant in conflict management.
It leads to a win-lose outcome.
#16
What is the role of trust in conflict resolution?
Trust is irrelevant in conflict management.
Trust fosters open communication and facilitates resolution.
Trust leads to a win-lose outcome.
Trust escalates conflicts.
#17
What is the role of culture in conflict resolution?
Culture has no impact on conflict management.
Cultural differences can influence conflict perception and resolution approaches.
Culture always leads to conflict escalation.
Culture is only relevant in personal conflicts, not organizational conflicts.