A.   unit

B.   group

C.   team

D.   department

A.   virtual

B.   cross-functional

C.   product design

D.   manager-led

A.   being optimistic and generating positive energy.

B.   integrity and honesty in communicating with team members.

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

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

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

B.   assignments are not clear or progress is slow.

C.   consensus needs to be built.

D.   group cohesiveness needs to be improved.

A.   listen

B.   answer e-mails promptly

C.   filter out distractions

D.   speak clearly

A.   downward communication / upward communication

B.   upward communication / downward communication

C.   downward communication / lateral communication

D.   interpersonal communication / routine maintenance

A.   team members operate in a social context.

B.   team members lack authority.

C.   members of a team change constantly.

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

A.   Write a meaningful subject line and avoid attachments.

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

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

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

A.   rich minimalism

B.   compact clam

C.   nouveau riche

D.   slim and sleek

A.   a task facilitator

B.   someone who is using blocking strategies

C.   a relationship builder

D.   a team leader

A.   virtual

B.   cross-functional

C.   product design

D.   task force

A.   5-10 percent

B.   35-40 percent

C.   25-30 percent

D.   15-20 percent

A.   managers fail to delegate authority.

B.   teams are willing to cooperate with other teams.

C.   management is willing to commit needed resources.

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

A.   avoidance.

B.   competition.

C.   accommodation.

D.   compromise.

A.   Conflict can lead to less than optimal performance.

B.   Conflict can paralyze an organization.

C.   Conflict generally makes people uncomfortable.

D.   Conflict is always problematic in an organization.

A.   encouraging disagreement with no fear of reprisal.

B.   building clarity into the situation.

C.   assigning someone to play devil's advocate.

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

A.   accommodation

B.   avoidance

C.   compromise

D.   collaboration

A.   denying requests made by others

B.   caring for others

C.   supervising others

D.   all of the above

A.   law enforcement

B.   education

C.   overnight gas station attendant

D.   bartending

A.   Get the facts.

B.   Listen more than you talk.

C.   Begin aggressively.

D.   Overcome your fear.

A.   excessive personal attacks

B.   low individual stress

C.   climate of distrust

D.   employee feelings of being demeaned with resulting lower morale

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

B.   a type of conflict between two people.

C.   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.

D.   a process that involves people disagreeing.

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

B.   a process that involves people disagreeing.

C.   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.

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