Conflict Management Conflict Management in the Workplace 2 — Questions and Answers
Question 1: What is 'interest-based relational' (IBR) conflict resolution focused on?
- Winning the argument at all costs
- Preserving relationships while addressing underlying interests (Correct answer)
- Documenting every conflict for legal purposes
- Avoiding any form of confrontation
Correct answer: Preserving relationships while addressing underlying interests
IBR approach prioritizes maintaining respectful relationships while solving the real interests behind each party's position.
Question 2: Which type of workplace conflict can actually improve team performance when managed well?
- Relationship conflict
- Process conflict
- Task conflict (Correct answer)
- Status conflict
Correct answer: Task conflict
Task conflict over how work should be done can spur creativity and better decision-making when managed constructively.
Question 3: A formal grievance procedure in an organization primarily serves to:
- Punish employees who complain
- Provide a structured process for resolving employee disputes (Correct answer)
- Eliminate all workplace conflict permanently
- Bypass management when resolving disputes
Correct answer: Provide a structured process for resolving employee disputes
A grievance procedure gives employees a fair, documented channel to raise concerns and seek resolution.
Question 4: When two departments compete for the same limited budget, this is an example of which conflict source?
- Values conflict
- Resource scarcity conflict (Correct answer)
- Interpersonal conflict
- Communication conflict
Correct answer: Resource scarcity conflict
Resource scarcity conflict arises when multiple parties need the same finite resources, such as budget, staff, or equipment.
Question 5: What is the Thomas-Kilmann Conflict Mode Instrument (TKI) used for?
- Measuring employee productivity during disputes
- Assessing an individual's preferred conflict-handling style (Correct answer)
- Training mediators for legal arbitration
- Documenting conflict incidents for HR records
Correct answer: Assessing an individual's preferred conflict-handling style
The TKI measures how a person tends to handle conflict across five modes: competing, collaborating, compromising, avoiding, and accommodating.
Question 6: Which conflict resolution outcome is considered 'lose-lose'?
- Collaboration where both parties gain
- Compromise where each party gives up something
- Avoidance that lets the conflict fester unresolved (Correct answer)
- Accommodation where one party yields fully
Correct answer: Avoidance that lets the conflict fester unresolved
Avoidance is often lose-lose because neither party's needs are met and the underlying conflict remains unresolved.
Conflict Management Conflict Management in the Workplace 2
What is 'interest-based relational' (IBR) conflict resolution focused on?