SOLVED

71) What factor would most likely increase the negative impact of an arbitration session? A) limited options of the arbitrator B) heavy-handedness of the arbitrator C) compulsory nature of the arbitration D) voluntary nature of the arbitration E) establishment of an agreement that is nonbinding 72) In third-party negotiations, a third party who provides an informal communication link between the negotiator and the opponent is known as a(n) ________. A) plaintiff B) arbitrator C) consultant D) conciliator E) executor Megatron Construction is having a dispute with a home buyer about some of the terms of their building contract. Both the company and the home buyer want to avoid the expenses and trouble of going to court, but they cannot agree on how to settle their disagreement. 73) Megatron wants to bring in a neutral third party who will facilitate a negotiated solution by using reasoning, persuasion, suggesting alternatives, and the like. This person is known as a(n) ________. A) mediator B) arbitrator C) plaintiff D) consultant E) bailor 74) The home buyer wants to bring in a third party who will have the authority to dictate an agreement. This person will be a(n) ________. A) mediator B) arbitrator C) conciliator D) consultant E) plaintiff 75) The two parties eventually agree to ask Sam Spade, an attorney and trusted friend, to help them informally to solve their problem. Sam’s role is that of a(n) ________. A) mediator B) arbitrator C) conciliator D) consultant E) plaintiff 76) The traditional view of conflict recognizes that a minimal level of conflict can help keep a group viable, self-critical, and creative. 77) The interactionist view of conflict proposes that all conflicts are good. 78) Open and emotionally stable teams can put task conflict in perspective and focus on how the variance in ideas can help solve the problem rather than letting it degenerate into relationship conflicts. 79) Relationship conflicts are almost always dysfunctional. 80) Recent research shows that task management among top management teams was negatively associated with their performance, whereas conflict lower in the organization was positively associated with group performance.