Workplace Violence N472 Exam Questions and Answers Latest Update 2025
Change _______ conflict in organizations - Answers increases
Lyon pointed out the cost of mismanaged conflict is
-
-
-
-
- - Answers litigation (process of taking legal action)
turnover (nurse turnover)
absenteeism (increased due to stress-related illness)
presenteeism (go to work while they are ill and therefore do not perform full potential)
management time (25% dealing with workplace conflict)
conflict - Answers clash or struggle that occurs when a real or perceived threat or difference exists in the
desires, thoughts, attitudes, feelings, or behaviors of two or more parties
organizational conflict - Answers struggle over scarce organization resources
values
goals
roles
money
or structural elements
example: struggle over budge allocations, interference in goal attainment
job conflict - Answers a perceived opposition or antagonistic process at the individual-organization
interface
social conflict - Answers struggle between opponents over values and claims to scarce status, power,
and resources
,deutsch (1973) - Answers conflict exists whenever incompatible activities occur or when one party is
interfering, disrupting, obstructing, or in some way making another's party actions less effective
the factors underlying conflict are threefold - Answers 1 interdependence
2. difference in goals
3. difference in perceptions
conrad (1990) - Answers indicated conflicts are communicative interactions among people who are
interdependent and who perceive that their interests are incompatible, inconsistent, or in tension
Walton (1966) - Answers opposition processes in any of severe forms (hostility, decreased comm.,
distrust, sabotage, verbal abuse, coercive tactics)
traditionalist - Answers conflict is destructive, and all conflict should be eliminated by managers
interactionist - Answers conflict is absolutely necessary because peaceful groups can become
complacent and unresponsive to the need for change and innovation
conflict can be functional or dysfunctional
functional conflict - Answers supports the goals of the group and improves its performance
(interactionist)
dysfunctional conflict - Answers hinders group performance
Resolution-Focused View of Conflict - Answers conflict is inevitable, therefore conflict must be managed
so that disruptive influence of conflict can be minimized
the neg. effects of conflict can be minimized by preparing people for conflicts, developing resolution
strategies, and facilitating open discussion
necessary for optimal group functioning
competitive conflict style - Answers focuses on advancing one's own interests without consideration for
the partner's interests
, goal is to win or beat opponent
generate focus on the positive
disruptive conflict - Answers attack, defeat, eliminate opponent
not focused on winning but rather on disrupting the opponent
focus on the negative
when conflict is functional or constructive it improves - Answers quality of decisions
stimulates creativity
encourages interest
provides a medium through which problems can be aired and tensions released
fosters an environment of self-evaluation and change
when conflict is dysfunctional or destructive outcomes include - Answers degrading of communication
reduction in group cohesiveness
subordination of group goals
extremely high or low levels of conflict hinder performance
constructive effects - Answers improves decision quality
stimulates creativity
encourages interest
provides a forum to release tension
fosters CHANGE
destructive effects - Answers constricts communication
decreases cohesiveness
explodes into fighting
Change _______ conflict in organizations - Answers increases
Lyon pointed out the cost of mismanaged conflict is
-
-
-
-
- - Answers litigation (process of taking legal action)
turnover (nurse turnover)
absenteeism (increased due to stress-related illness)
presenteeism (go to work while they are ill and therefore do not perform full potential)
management time (25% dealing with workplace conflict)
conflict - Answers clash or struggle that occurs when a real or perceived threat or difference exists in the
desires, thoughts, attitudes, feelings, or behaviors of two or more parties
organizational conflict - Answers struggle over scarce organization resources
values
goals
roles
money
or structural elements
example: struggle over budge allocations, interference in goal attainment
job conflict - Answers a perceived opposition or antagonistic process at the individual-organization
interface
social conflict - Answers struggle between opponents over values and claims to scarce status, power,
and resources
,deutsch (1973) - Answers conflict exists whenever incompatible activities occur or when one party is
interfering, disrupting, obstructing, or in some way making another's party actions less effective
the factors underlying conflict are threefold - Answers 1 interdependence
2. difference in goals
3. difference in perceptions
conrad (1990) - Answers indicated conflicts are communicative interactions among people who are
interdependent and who perceive that their interests are incompatible, inconsistent, or in tension
Walton (1966) - Answers opposition processes in any of severe forms (hostility, decreased comm.,
distrust, sabotage, verbal abuse, coercive tactics)
traditionalist - Answers conflict is destructive, and all conflict should be eliminated by managers
interactionist - Answers conflict is absolutely necessary because peaceful groups can become
complacent and unresponsive to the need for change and innovation
conflict can be functional or dysfunctional
functional conflict - Answers supports the goals of the group and improves its performance
(interactionist)
dysfunctional conflict - Answers hinders group performance
Resolution-Focused View of Conflict - Answers conflict is inevitable, therefore conflict must be managed
so that disruptive influence of conflict can be minimized
the neg. effects of conflict can be minimized by preparing people for conflicts, developing resolution
strategies, and facilitating open discussion
necessary for optimal group functioning
competitive conflict style - Answers focuses on advancing one's own interests without consideration for
the partner's interests
, goal is to win or beat opponent
generate focus on the positive
disruptive conflict - Answers attack, defeat, eliminate opponent
not focused on winning but rather on disrupting the opponent
focus on the negative
when conflict is functional or constructive it improves - Answers quality of decisions
stimulates creativity
encourages interest
provides a medium through which problems can be aired and tensions released
fosters an environment of self-evaluation and change
when conflict is dysfunctional or destructive outcomes include - Answers degrading of communication
reduction in group cohesiveness
subordination of group goals
extremely high or low levels of conflict hinder performance
constructive effects - Answers improves decision quality
stimulates creativity
encourages interest
provides a forum to release tension
fosters CHANGE
destructive effects - Answers constricts communication
decreases cohesiveness
explodes into fighting
