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MBA HR Organisational Behaviour — practice questions — page 4

Explore 199 free Organisational Behaviour questions in MBA HR Human Resource Management. Open each question or exercise to read its content, reference answers and available explanation.

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Organisational Behaviour questions and exercises with answers

Showing questions 91–120 of 199.

Managers dealing with harmful conflict can act to prevent it or to:Read the answer and worked solution →Where harmful conflict already exists, managers may try to change employee attitudes or their:Read the answer and worked solution →The choice of a conflict resolution mode depends greatly on the situation and the party's:Read the answer and worked solution →Bargaining in which one side's gain is directly the other's loss is called:Read the answer and worked solution →A buyer paying less for a house while the seller receives less illustrates:Read the answer and worked solution →Bargaining where the amount of resources to be divided can grow is called:Read the answer and worked solution →Under distributive bargaining, the payoff structure is described as:Read the answer and worked solution →Negotiations are described as having how many stages?Read the answer and worked solution →In the first negotiation stage, participants focus on:Read the answer and worked solution →The second stage of negotiation involves the exchange of:Read the answer and worked solution →The third stage of negotiation involves efforts to:Read the answer and worked solution →The final stage of any negotiation is the:Read the answer and worked solution →The method from Getting to Yes that seeks an objective standard is called:Read the answer and worked solution →A manager who gives in fully to the other side's concerns is using which mode?Read the answer and worked solution →A manager who pursues her own concerns at the other party's expense is:Read the answer and worked solution →A resolution where both sides give up something to meet in the middle is:Read the answer and worked solution →A mode that seeks a solution fully satisfying both sides' concerns is:Read the answer and worked solution →Catch the resolution modesRead the answer and worked solution →Pop the negotiation stagesRead the answer and worked solution →Run the conflict gatesRead the answer and worked solution →Slice the conflict wordsRead the answer and worked solution →Win lose or win winRead the answer and worked solution →Sort the negotiation stagesRead the answer and worked solution →Type the numberRead the answer and worked solution →Conflict bingoRead the answer and worked solution →A supervisor rates almost every employee in a narrow middle band. This error is:Read the answer and worked solution →A supervisor who marks everyone very high, regardless of work, shows:Read the answer and worked solution →An employee rated above average on one factor is then rated the same on every factor. This is the:Read the answer and worked solution →A supervisor judging a whole year mainly on last month's work commits:Read the answer and worked solution →A manager recalling only the incidents that fit what she already believes shows:Read the answer and worked solution →

Worked practice questions

Managers dealing with harmful conflict can act to prevent it or to:

  1. Record it
  2. Rehearse it
  3. Relocate it
  4. Reduce it
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Correct answer: D. Reduce it

1. Prevention is the first category. 2. The second acts after conflict appears. 3. The other is reducing it. _Source: OpenStax Organizational Behavior, Chapter 14, Conflict and Negotiations._

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Where harmful conflict already exists, managers may try to change employee attitudes or their:

  1. Behaviours
  2. Benefits
  3. Branches
  4. Budgets
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Correct answer: A. Behaviours

1. Two general approaches are open. 2. One works on how people feel. 3. The other works on what they do. _Source: OpenStax Organizational Behavior, Chapter 14, Conflict and Negotiations._

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The choice of a conflict resolution mode depends greatly on the situation and the party's:

  1. Gadgets
  2. Goals
  3. Grades
  4. Guests
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Correct answer: B. Goals

1. No single mode always fits. 2. What the party wants shapes the choice. 3. It depends on the goals. _Source: OpenStax Organizational Behavior, Chapter 14, Conflict and Negotiations._

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Human Resource ManagementManagement BasicsBusiness StudiesRecruitment and Labour RelationsRecruitment and SelectionStaffingBusiness CommunicationConflict and Negotiation