C483 EXAMINATION QUESTIONS AND ANSWERS
Blake just finished giving a great presentation to Sr. Leadership at WGU. After the presentation,
Blake's manager complimented him on a job well done and invited him to lunch to discuss his
career goals. Which type of consequence of behavior did Blake's manager use? - Positive
Reinforcement
Sandra has to run a report and send it to Jim's Team. After analyzing the report, Jim sends the
report to Becky for budget approval. After approval, Becky sends the report to both Sandra and
Jim. Which type of lateral role relationship is portrayed in the scenario? - Work-Flow
Relationship
Jessica is upset that she failed her exam and is near the end of her term. She emails the Course
Instructor and complains about the lack of availability to schedule an appointment. The Course
Instructor replies and asks Jessica for the best date and time to call her to discuss a retake plan
before her term ends. Which conflict style did the Course Instructor use? -
Accommodation
Peter receives a critical and demeaning email from his manager about his lack of work. Peter
replied to his manager in disagreement and mentioned that his work is sufficient. His manager
decided to email data that supports his argument. After reading the email, Peter decides not to
reply and ignore his manager. Which conflict style is Peter expressing? - Avoidance
Sally and John has a disagreement with another team in their monthly meeting. John expresses
his emotional anger for the other team during the meeting and storms out of the room. Which
type of conflict is occurring? - Affective Conflict
A ______ is a third party intervening to help settle a conflict between other people. -
mediator
Which of the following is true about resistance to change? - People at all levels of their
organizations, from entry-level to executives, resist change.
Which of the following is a difference between reactive and proactive changes? -
Reactive change involves responding to a problem, whereas proactive change involves
preparing for an uncertain future.
In managing resistance to organizational changes, facilitation and support method is most likely
to be used when - People are resisting because of adjustment problems.
Blake just finished giving a great presentation to Sr. Leadership at WGU. After the presentation,
Blake's manager complimented him on a job well done and invited him to lunch to discuss his
career goals. Which type of consequence of behavior did Blake's manager use? - Positive
Reinforcement
Sandra has to run a report and send it to Jim's Team. After analyzing the report, Jim sends the
report to Becky for budget approval. After approval, Becky sends the report to both Sandra and
Jim. Which type of lateral role relationship is portrayed in the scenario? - Work-Flow
Relationship
Jessica is upset that she failed her exam and is near the end of her term. She emails the Course
Instructor and complains about the lack of availability to schedule an appointment. The Course
Instructor replies and asks Jessica for the best date and time to call her to discuss a retake plan
before her term ends. Which conflict style did the Course Instructor use? -
Accommodation
Peter receives a critical and demeaning email from his manager about his lack of work. Peter
replied to his manager in disagreement and mentioned that his work is sufficient. His manager
decided to email data that supports his argument. After reading the email, Peter decides not to
reply and ignore his manager. Which conflict style is Peter expressing? - Avoidance
Sally and John has a disagreement with another team in their monthly meeting. John expresses
his emotional anger for the other team during the meeting and storms out of the room. Which
type of conflict is occurring? - Affective Conflict
A ______ is a third party intervening to help settle a conflict between other people. -
mediator
Which of the following is true about resistance to change? - People at all levels of their
organizations, from entry-level to executives, resist change.
Which of the following is a difference between reactive and proactive changes? -
Reactive change involves responding to a problem, whereas proactive change involves
preparing for an uncertain future.
In managing resistance to organizational changes, facilitation and support method is most likely
to be used when - People are resisting because of adjustment problems.
