A.   department

B.   group

C.   team

D.   unit

A.   cross-functional

B.   virtual

C.   product design

D.   manager-led

A.   being optimistic and generating positive energy.

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

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

D.   integrity and honesty in communicating with team members.

A.   assignments are not clear or progress is slow.

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

C.   consensus needs to be built.

D.   group cohesiveness needs to be improved.

A.   speak clearly

B.   answer e-mails promptly

C.   filter out distractions

D.   listen

A.   upward communication / downward communication

B.   interpersonal communication / routine maintenance

C.   downward communication / lateral communication

D.   downward communication / upward 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.   Keep the message focused and readable and be kind-don't flame.

B.   Write a meaningful subject line and avoid attachments.

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

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

A.   slim and sleek

B.   compact clam

C.   rich minimalism

D.   nouveau riche

A.   a team leader

B.   a task facilitator

C.   someone who is using blocking strategies

D.   a relationship builder

A.   task force

B.   cross-functional

C.   product design

D.   virtual

A.   5-10 percent

B.   15-20 percent

C.   35-40 percent

D.   25-30 percent

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

B.   management is willing to commit needed resources.

C.   managers fail to delegate authority.

D.   teams are willing to cooperate with other teams.

A.   accommodation.

B.   avoidance.

C.   competition.

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

B.   encouraging disagreement with no fear of reprisal.

C.   building clarity into the situation.

D.   assigning someone to play devil's advocate.

A.   collaboration

B.   accommodation

C.   compromise

D.   avoidance

A.   supervising others

B.   caring for others

C.   denying requests made by others

D.   all of the above

A.   law enforcement

B.   education

C.   bartending

D.   overnight gas station attendant

A.   Get the facts.

B.   Overcome your fear.

C.   Listen more than you talk.

D.   Begin aggressively.

A.   employee feelings of being demeaned with resulting lower morale

B.   climate of distrust

C.   excessive personal attacks

D.   low individual stress

A.   a process that involves people disagreeing.

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 type of conflict between two people.

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

A.   a process that involves people disagreeing.

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

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