Workplace Conflict and Organizational Dynamics Flashcards
7 cards from real CCM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Workplace Conflict and Organizational Dynamics flashcards as text
A manager notices two team members repeatedly clashing during cross-functional meetings. What is the FIRST step in addressing this organizational conflict?
Answer: Conduct individual interviews to understand each party's perspective
Individual interviews allow the conflict manager to gather unbiased perspectives before deciding on an intervention strategy.
Which organizational structure is MOST likely to generate role conflict due to dual reporting lines?
Answer: Matrix organization
Matrix organizations create dual authority where employees report to both a functional manager and a project manager, inherently generating role conflict.
Intergroup conflict between the sales and operations departments is BEST described as which type of conflict?
Answer: Intergroup conflict
Intergroup conflict occurs between distinct teams or departments within the same organization, such as sales versus operations.
An employee feels tension because her supervisor's instructions contradict corporate policy. This is BEST classified as:
Answer: Role conflict
Role conflict arises when an individual faces incompatible expectations or demands from different sources of authority.
Which conflict-handling mode is MOST appropriate when a long-term relationship is critical and both parties' goals are equally important?
Answer: Collaborating
Collaborating (problem-solving) is ideal when both the relationship and achieving mutual goals are high priorities, as it seeks a win-win outcome.
Organizational conflict that arises from limited budgets, staff, or equipment is PRIMARILY driven by:
Answer: Resource scarcity
Resource scarcity is a structural conflict driver when departments or individuals must compete for insufficient budgets, staff, or equipment.
A CCM practitioner identifies that a conflict stems from differing departmental goals rather than interpersonal animosity. The MOST effective intervention is to:
Answer: Redesign workflow and clarify interdepartmental objectives
Structural conflicts rooted in misaligned goals are best addressed by redesigning workflows and establishing clear shared objectives.