A.   department

B.   group

C.   unit

D.   team

A.   virtual

B.   cross-functional

C.   manager-led

D.   product design

A.   integrity and honesty in communicating with team members.

B.   willingness to let team members work on their own without asking them what they are doing and how the job is going.

C.   being clear and consistent; letting members know what's expected of them.

D.   being optimistic and generating positive energy.

A.   consensus needs to be built.

B.   people on the team aren't getting along.

C.   assignments are not clear or progress is slow.

D.   group cohesiveness needs to be improved.

A.   answer e-mails promptly

B.   speak clearly

C.   filter out distractions

D.   listen

A.   downward communication / lateral communication

B.   upward communication / downward communication

C.   downward communication / upward communication

D.   interpersonal communication / routine maintenance

A.   team members lack authority.

B.   team members operate in a social context.

C.   members of a team change constantly.

D.   team members are individually accountable for achieving team goals.

A.   Keep the message focused and readable and be kind-don't flame.

B.   Assume privacy but be careful in addressing your email so it reaches the right person.

C.   Identify yourself clearly in the first few lines and proofread.

D.   Write a meaningful subject line and avoid attachments.

A.   slim and sleek

B.   compact clam

C.   nouveau riche

D.   rich minimalism

A.   someone who is using blocking strategies

B.   a relationship builder

C.   a team leader

D.   a task facilitator

A.   task force

B.   product design

C.   virtual

D.   cross-functional

A.   35-40 percent

B.   15-20 percent

C.   25-30 percent

D.   5-10 percent

A.   management is willing to commit needed resources.

B.   managers fail to delegate authority.

C.   teams are willing to cooperate with other teams.

D.   team members are willing to commit to a common goal.

A.   competition.

B.   accommodation.

C.   avoidance.

D.   compromise.

A.   Conflict is always problematic in an organization.

B.   Conflict can lead to less than optimal performance.

C.   Conflict can paralyze an organization.

D.   Conflict generally makes people uncomfortable.

A.   building clarity into the situation.

B.   creating competition between teams or individuals with a bonus for those with the best solution.

C.   assigning someone to play devil's advocate.

D.   encouraging disagreement with no fear of reprisal.

A.   compromise

B.   collaboration

C.   avoidance

D.   accommodation

A.   denying requests made by others

B.   supervising others

C.   caring for others

D.   all of the above

A.   law enforcement

B.   bartending

C.   overnight gas station attendant

D.   education

A.   Begin aggressively.

B.   Get the facts.

C.   Overcome your fear.

D.   Listen more than you talk.

A.   low individual stress

B.   excessive personal attacks

C.   employee feelings of being demeaned with resulting lower morale

D.   climate of distrust

A.   a type of conflict between two people.

B.   a process that involves people disagreeing.

C.   conflict that takes place between different groups such as between different departments.

D.   a type of conflict that arises when a person is uncertain about what is expected or wanted or has a sense of being inadequate to the task.

A.   a process whereby two or more parties work toward an agreement.

B.   a process that involves bringing in a third party who has the authority to act as a judge and will make a decision to which parties must adhere.

C.   a process that involves people disagreeing.

D.   a process where an outside third party enters the situation with the goal of assisting the parties to reach an agreement.