A.   department

B.   unit

C.   team

D.   group

A.   product design

B.   virtual

C.   cross-functional

D.   manager-led

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 optimistic and generating positive energy.

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

A.   group cohesiveness needs to be improved.

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

C.   assignments are not clear or progress is slow.

D.   consensus needs to be built.

A.   filter out distractions

B.   listen

C.   answer e-mails promptly

D.   speak clearly

A.   downward communication / lateral communication

B.   downward communication / upward communication

C.   upward communication / downward communication

D.   interpersonal communication / routine maintenance

A.   team members lack authority.

B.   members of a team change constantly.

C.   team members operate in a social context.

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

A.   Write a meaningful subject line and avoid attachments.

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

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

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

A.   slim and sleek

B.   nouveau riche

C.   rich minimalism

D.   compact clam

A.   a relationship builder

B.   a team leader

C.   a task facilitator

D.   someone who is using blocking strategies

A.   task force

B.   cross-functional

C.   virtual

D.   product design

A.   25-30 percent

B.   15-20 percent

C.   5-10 percent

D.   35-40 percent

A.   teams are willing to cooperate with other teams.

B.   managers fail to delegate authority.

C.   management is willing to commit needed resources.

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

A.   compromise.

B.   competition.

C.   accommodation.

D.   avoidance.

A.   Conflict is always problematic in an organization.

B.   Conflict generally makes people uncomfortable.

C.   Conflict can paralyze an organization.

D.   Conflict can lead to less than optimal performance.

A.   encouraging disagreement with no fear of reprisal.

B.   assigning someone to play devil's advocate.

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

D.   building clarity into the situation.

A.   compromise

B.   collaboration

C.   accommodation

D.   avoidance

A.   supervising others

B.   denying requests made by others

C.   caring for others

D.   all of the above

A.   education

B.   overnight gas station attendant

C.   bartending

D.   law enforcement

A.   Listen more than you talk.

B.   Begin aggressively.

C.   Get the facts.

D.   Overcome your fear.

A.   low individual stress

B.   climate of distrust

C.   employee feelings of being demeaned with resulting lower morale

D.   excessive personal attacks

A.   a process that involves people disagreeing.

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

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 type of conflict between two people.

A.   a process that involves people disagreeing.

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

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 whereby two or more parties work toward an agreement.