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Instant Download PDF Making The Team 5th Edition Leigh Thompson Test Bank Full Chapter
Instant Download PDF Making The Team 5th Edition Leigh Thompson Test Bank Full Chapter
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1
By Leigh L. Thompson
Kellogg School of Management
Northwestern University
4. __________ centers on disagreements that team members have about how to approach
a task and who should do what.
a. Proportional conflict
b. Task conflict
c. Perceptual conflict
d. Process conflict
(d; p.199; Easy; Concept Q; Communication abilities)
5. Greater amounts of relationship conflict in a team are associated with lower levels of
__________, and negatively associated with __________.
6. Tom and Tim are in a five-person team. Tim perceives that the team’s recent arguments
pertain to team tasks. Tom does not detect such overtones of conflict in task
discussions. The fact that they don’t see conflict in the same way is an example of
__________ conflict.
a. perceptual
b. process
c. task
d. proportional
(a; p.199; Moderate; Concept Q)
8. Of the two ways which majorities and minorities influence their teams, which of the
following is the best example of indirect influence?
a. Sarah convinces Holly and Sue to adopt her position on their team project.
b. Holly changes her behavior due to Sarah’s influence.
c. Even though Sarah has convinced two members of the team to agree with her views,
seven of the ten team members privately agree with Bob’s minority viewpoint.
d. Sarah talks to Carl to try and convince him to understand and agree with her
viewpoints on the project. Carl doesn’t agree right away, but after thinking about it for
a week, he decides that Sarah’s view is best.
(c; p.203; Moderate; Critical thinking Q; Communication abilities)
9. When people change their attitudes as a result of direct influence or pressure, this is
referred to as:
a. the sleeper effect.
b. team power.
c. conversion.
d. compliance.
(d; p.203; Easy; Concept Q; Ethical understanding and reasoning abilities)
10. __________ is the term used to describe a person’s change in attitude and behavior as
a result of their own thinking about a subject, and is more stable than an attitude change
induced by peer pressure.
a. Direct influence
b. Interest-based approach
c. Compliance
d. Conversion
(d; p.203; Easy; Concept Q; Communication abilities)
13. People who persist in the face of hardships and ridicule are viewed as particularly
sincere, confident, and courageous, given that they are willing to risk social censure. The
reason why harassed minorities are viewed in this positive way is known as the
__________.
a. sleeper effect
b. indirect influence
c. courage hypothesis
d. norms of fairness
(c; p.205; Easy; Concept Q)
14. With regard to conflict in different cultures, which of the following is NOT true?
a. Language barriers in multicultural teams increase the likelihood of relationship
conflict.
b. Americans and East Asians believe in addressing task conflict proactively.
c. East Asians are more likely than Americans to join a talented group that is known to
have high-relationship conflict.
d. Americans are more likely than East Asians to join a talented group that is known to
have high-relationship conflict.
(d; p.205-206; Moderate; Concept Q; Multicultural and diversity understanding)
15. According to the “Managerial Grid,” concern for self and concern for the other person
determines the conflict approach one uses. High concern for the self, coupled with high
concern for the other party, would lead to:
a. collaboration.
b. competition.
c. avoidance.
d. compromise.
(a; p.206 & Exhibit 8-4; Moderate; Concept Q; Communication abilities)
16. Using the managerial grid model, low concern for the self, coupled with high concern for
the other party, would lead to:
a. collaboration.
b. competition.
c. compromise.
d. accommodation.
(d; p.206 & Exhibit 8-4; Moderate; Concept Q; Communication abilities)
18. In regard to the different methods that teams can take to approach conflict, what would
be a good example of a collaborative, interest-based response?
a. “Larry, I’ve sensed that this is of great concern. While I’m not sure anything can
change, we welcome your own views on this proposal. I think it is important that we
all have a chance to understand your point of view.”
b. “Look, Larry, you agreed to cover that part of the project when we first took on the
challenge four years ago. As a matter of fact, I believe that I have an e-mail from you
indicating you would agree to do that part of the work.”
c. “I think you are completely out of line, Larry. I don’t think that discussing unrealistic
and selfish goals is a good use of our team time. I am ready to hear your solutions,
but only on the condition that you start working with us as a team.”
d. “Larry, due to issues this conflict has caused, we’re going to have to let you go.”
(a; p.209; Moderate; Concept Q; Communication abilities)
20. Wageman and Donnenfeld’s model of conflict resolution focuses on: team (re)Design,
task process coaching, conflict process coaching, and membership change. All of the
following are true with regard to Wageman and Donnenfeld’s conflict intervention model
EXCEPT:
a. Of all four factors, team (re)Design has the biggest impact on conflict resolution.
b. After the team has been well designed, the team leader should coach the team.
c. Changing members of the team will have its greatest impact only after the team
design and team processes are addressed.
d. The team goal or shared vision should only be developed after the leader has
coached about conflict.
(d; p.210-212; Moderate; Concept Q; Communication abilities)
21. According to Wageman and Donnenfeld’s conflict intervention model, which of the four
guiding principles for enhancing teams has the largest effects?
a. Task process coaching
b. Team (re)Design
c. Task process coaching
d. Conflict process coaching
e. Changing the individual
(b; p.211-212; Moderate; Concept Q; Communication abilities)
22. The three most popular norms of fairness are: equality, also known as __________;
equity, also known as __________; and needs also known as __________.
a. contribution-based justice; blind-justice; welfare-based justice
b. blind justice; contribution-based justice; welfare-based justice
c. welfare-based justice; contribution-based justice; blind justice
d. blind justice; welfare-based justice; contribution-based justice
(b; p.212-213; Moderate; Concept Q; Ethical understanding and reasoning abilities)
23. John’s team has contributed less work to the company project than Jay’s team, who has
done the lion’s share of the work. When it is time to allocate budgets for the next phase
of the project, what form of resource allocation would John’s team prefer and Jay’s team
prefer?
a. Need; Equality
b. Equality; Equity
c. Equity; Need
d. Equity; Equality
(b; p.212-213; Challenging; Critical thinking)
24. Members of teams who regard their organization to be market-focused tend to gather
information about __________. Conversely, employees who regard their organization as
bureaucratic tend to be most interested in gathering information on __________.