A.   unit

B.   team

C.   group

D.   department

A.   manager-led

B.   product design

C.   virtual

D.   cross-functional

A.   being optimistic and generating positive energy.

B.   integrity and honesty in communicating with team members.

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

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

A.   group cohesiveness needs to be improved.

B.   assignments are not clear or progress is slow.

C.   consensus needs to be built.

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

A.   listen

B.   filter out distractions

C.   speak clearly

D.   answer e-mails promptly

A.   downward communication / lateral communication

B.   downward communication / upward communication

C.   interpersonal communication / routine maintenance

D.   upward communication / downward communication

A.   members of a team change constantly.

B.   team members lack authority.

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

D.   team members operate in a social context.

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

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

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

D.   Write a meaningful subject line and avoid attachments.

A.   slim and sleek

B.   rich minimalism

C.   nouveau riche

D.   compact clam

A.   a team leader

B.   a task facilitator

C.   a relationship builder

D.   someone who is using blocking strategies

A.   virtual

B.   task force

C.   product design

D.   cross-functional

A.   5-10 percent

B.   35-40 percent

C.   25-30 percent

D.   15-20 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.   accommodation.

B.   avoidance.

C.   competition.

D.   compromise.

A.   Conflict can paralyze an organization.

B.   Conflict generally makes people uncomfortable.

C.   Conflict is always problematic in an organization.

D.   Conflict can lead to less than optimal performance.

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

B.   encouraging disagreement with no fear of reprisal.

C.   assigning someone to play devil's advocate.

D.   building clarity into the situation.

A.   compromise

B.   collaboration

C.   avoidance

D.   accommodation

A.   supervising others

B.   denying requests made by others

C.   caring for others

D.   all of the above

A.   law enforcement

B.   bartending

C.   overnight gas station attendant

D.   education

A.   Overcome your fear.

B.   Get the facts.

C.   Begin aggressively.

D.   Listen more than you talk.

A.   climate of distrust

B.   excessive personal attacks

C.   employee feelings of being demeaned with resulting lower morale

D.   low individual stress

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

B.   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.

C.   a process that involves people disagreeing.

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.