Johnson, Organizational Ethics, Third Edition Instructor Resource
Chapter 6
1. Which is a true statement?
2. Which is a TRUE statement about dysfunctional conflict?
3. Terry’s boss just made a degrading remark on his presentation report. What would be a
positive FIRST step for Terry?
4. Carmelita noticed her supervisor was micromanaging the project, which felt very controlling.
In efforts to be a contributing team member, Carmelita might find it BEST to choose to:
5. Which conflict style usually produces the best opportunity for agreement and usually proves to
have successful results?
6. Which conflict style reflects a low concern for self and a high concern for others?
7. If Heather likes to produce rapid results and prod her co-workers in the process, her conflict
style might be considered:
8. Graham knew he failed his staff and he wanted to regain their trust after the conflict. What is a
simple positive step Graham could do?
9. Which is a true statement about aggressive behavior?
10. Which of the following is a part of the definition of conflict?
11. All of the following are signs of a dysfunctional conflict EXCEPT:
12. MaryJo tells Fredrico, “I didn’t mean to disrupt your meeting.” She is engaged in which
analytic conflict management tactic?
13. Dirk admits that he overreacted during the meeting. He is engaged in which conciliatory
conflict management tactic?
14. Recognizing hot buttons is key to which phase of managing negative emotions during a
conflict?
15. Which of the following is a source of organizational conflict?
16. Any ethical apology begins with
17. The negotiator who reopens a previous agreement in hopes of gaining more concessions is
using which dirty negotiation trick?
18. A farmer concerned about the impact that selling his land will have on his neighbors is
addressing which ethical negotiation concern?
19. Referring to a used car price guide to agree on the price during a sales negotiation is an
example of which component of Principled Negotiation?
20. All of the following are part of unproductive conflicts EXCEPT:
21. Which is a social cause of aggression?
22. Spreading malicious rumors or gossip about a supervisor is an example of which type of
aggressive behavior?
23. Refusing to acknowledge a coworker when passing in the hall is an example of __________.
24. Alan criticizes his secretary because he can’t criticize his boss. This is an example of
25. What is the FIRST step in keeping negative emotions from getting out of control during
conflicts?
26. Offering to repair the damage takes place in which element of an effective apology?
27. Being aware of the emotions of the other party is critical in which stage of the Principled
Negotiation Model?
28. ___________ involves repeated, unwanted behaviors designed to humiliate victims.
29. Aggressive organizational members encourage their coworkers to become aggressive as well.
This is describes which source of organizational aggression?
30. Which is a personal cause of aggression?
31. All of the following are elements of a hostile work environment for women EXCEPT:
32. To increase the moral intensity of sexual harassment
33. A ___________ conflict style focuses on meeting personal needs at the expense of others.
34. In _________________ sexual harassment, individuals are coerced into providing sexual
favors in return for getting jobs and promotions.
35. In a _____________________ work environment, women believe that working conditions
interfere with their job performance.
36. ________________ negotiators employ a win-lose conflict management style.
37. ____________________ aggression involves destructive words and deeds.
38. ______________ consists of rude, discourteous actions.
39. Any effective apology begins with _______________.
40. Unproductive conflicts are marked by escalation and avoidance.
41. Task oriented conflicts can become dysfunctional if they last too long.
42. Those who display a high level of moral reasoning are more likely use a compromise conflict
style.
43. In “quid pro quo” sexual harassment, victims claim that they have to work in hostile working
conditions.
44. Gender harassment consists of unwanted sexual comments and sexual behaviors.
45. The rate of sexual harassment experienced by female college students is roughly the same as
that encountered by female workers.
46. A negotiator’s interest is his or her public stance.
47. Sexual harassment is a form of aggression generally directed at women.
48. An integrative approach to bargaining encourages unethical behavior.
49. Mobbing is bullying carried out by a group.
50. Why can we expect more conflicts in the future?
51. What are the elements of a sexually hostile work environment?
52. Explain the social causes of aggression.
53. Identify factors that contribute to sexual harassment.
54. Explain the three categories of ethical issues in negotiation.
55. Contrast integrative and distributive approaches to negotiation.
56. Outline specific steps you can take to manage your emotions in a conflict situation.
57. What conflict guidelines would you like to employ in an organizational dispute?
58. Is a collaborative conflict style always the best approach to use? Why or why not?
59. Evaluate how an organizational conflict in your organization was managed using material
presented in the chapter.
60. Is deceit ever justified in a negotiation? Defend your position.
61. Describe a time when you used a distributive approach to negotiation and whether this
approach was effective.
62. Why are distributive bargainers more likely to engage in unethical negotiation behavior?
63. As a manager, how would you reduce the frequency of aggression in an organization?
64. Are there any elements of a sexually hostile work environment in your school or work
organization? How could they be eliminated?
65. Evaluate your organization’s policies on office romances.
66. Use the steps of the Principled Negotiation Model to prepare for an upcoming negotiation.
67. Evaluate the apology of an organizational leader using the four elements of ethical apologies.