Read the text and answer the following questions. Please write your answers into the table below....

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Read the text and answer the following questions. Please write your answers into the table below. [1] Conflicts in workplace are considered to be inevitable and instead of being ignored, they are to be addressed properly. To do this, conflict types should be diagnosed and conflict management skills need to be applied accordingly. Two of the conflict types are categorized as task conflict and relationship conflict. Task conflict, as it goes by the name, mainly stems from task-based problems, while relationship conflict deals mostly with group dynamics and is assumed to be the cause of animosity and personal disputes, which hinders analytical thinking and problem-solving. [2] Task conflict often involves concrete issues related to staff's work assignments and can include disputes about dividing up resources, sharing duties, differences of opinion on procedures and policies, managing expectations at work, and judgments and interpretation of facts. Task conflict often benefits from the intervention of an organization's leaders. Serving as de facto mediators, managers can focus on identifying the deeper interests underlying parties' positions. This can be done through active listening, which involves asking questions, repeating back what you hear to confirm your understanding, and asking even deeper questions aimed at probing for deeper concerns. The parties should be engaged in a collaborative problem-solving process in which they brainstorm possible solutions. When they develop solutions together, rather than having an outcome imposed on them, they are more likely to abide by the agreement and get along better in the future. [3] Relationship conflict, on the other hand, deals mostly with individual and group dynamics and arises from differences in personality, style, matters of taste, and even conflict styles. It could stem from personal problems among employees, rivalry, jealousy, personality clash, mobbing and so on. It is known to have a negative impact on the decision-making process because it tends to cloud the group's judgment and slow down the decision-making time. In a relationship conflict situation, individuals focus more on their issues with one another instead of the situation at hand. One solution to alleviate the conflict would be bringing up the source of the tension and focusing on listening to the other person's point of view. For this, the parties must resist the urge to argue or defend their position. When one side demonstrates empathy and interest, the other side is likely to reciprocate. If the conflict persists or worsens, it would be useful to enlist the help of a manager in resolving the differences. Ideally, one would attempt to increase the task conflict and diminish the effects of the relationship conflict, except that the two usually occur simultaneously. In fact, task conflict typically is the catalyst for relationship conflict, and the higher the task conflict is, the greater the relationship conflict will be. [4] In a conflict situation, integration is the preferred conflict management technique because it stimulates creative and dynamic decision-making. The concept of integration is defined and illustrated by Rognes and Schei, at a broad level, as concerning the creation of values over and above what is achieved. This means that it aims to prevent the parties from two things: focusing solely on the present resources and dividing these resources based on self-interest entirely. Otherwise, a sense of distrust and insecurity between the parties is likely to come out, which will pave the way for conflicts. For example, two farmers may be in conflict over how to divide between them a limited supply of water. Rather than quarrelling over a fixed pie of resources (i.e. water), the farmers can try to expand the pie of resources by cooperating on how to increase the total amount of water supply (e.g. by building a dam). In order to transform the conflict, the parties must search for the underlying causes of their disagreement, and explore whether this can lead them towards solutions that better meet their needs than fighting over a fixed and limited water supply. [5] In fact, choosing to use integration will decrease one's likelihood of experiencing conflict at work, thus reducing stress levels. The expectation is that integrative conflict management will have an impact on relationship conflict by minimizing its occurrence. The more an individual uses integrative approaches for tackling conflicts at work, the less opportunity there will be for relationship conflict to occur. When present, integrative conflict solutions seem to lessen the effects of task and relationship conflict because of their collaborative nature, which decreases tensions and confrontations. 1. Which of the following statements is NOT TRUE according to paragraph 2? (4 pts.) a. Decisions related to division of labor might create problems among employers. b. Managers can interfere in conflicts and stimulate collaboration for a solution. c. Listening actively gives a better understanding of the background of the problems. d. Working in collaboration to sort out problems has a benign effect on the negotiation process. 2. Go back to paragraph 3, and rewrite the sentences in bold and italic. (6 pts.) (Do not Copy-Paste. Use your own words.) 3. According to paragraph 3, which of the following can be inferred concerning the connection between task and relationship conflict? (4 pts.) a. Task conflict functions as the determining part in its interaction with relationship conflict. b. Relationship conflict has some constructive effects on task conflict solutions. c. In the workplace, as relationship conflicts increase, so do the task conflicts. d. Both types of conflicts, task and relationship, can help increase performance in business. Read the text and answer the following questions. Please write your answers into the table below. [1] Conflicts in workplace are considered to be inevitable and instead of being ignored, they are to be addressed properly. To do this, conflict types should be diagnosed and conflict management skills need to be applied accordingly. Two of the conflict types are categorized as task conflict and relationship conflict. Task conflict, as it goes by the name, mainly stems from task-based problems, while relationship conflict deals mostly with group dynamics and is assumed to be the cause of animosity and personal disputes, which hinders analytical thinking and problem-solving. [2] Task conflict often involves concrete issues related to staff's work assignments and can include disputes about dividing up resources, sharing duties, differences of opinion on procedures and policies, managing expectations at work, and judgments and interpretation of facts. Task conflict often benefits from the intervention of an organization's leaders. Serving as de facto mediators, managers can focus on identifying the deeper interests underlying parties' positions. This can be done through active listening, which involves asking questions, repeating back what you hear to confirm your understanding, and asking even deeper questions aimed at probing for deeper concerns. The parties should be engaged in a collaborative problem-solving process in which they brainstorm possible solutions. When they develop solutions together, rather than having an outcome imposed on them, they are more likely to abide by the agreement and get along better in the future. [3] Relationship conflict, on the other hand, deals mostly with individual and group dynamics and arises from differences in personality, style, matters of taste, and even conflict styles. It could stem from personal problems among employees, rivalry, jealousy, personality clash, mobbing and so on. It is known to have a negative impact on the decision-making process because it tends to cloud the group's judgment and slow down the decision-making time. In a relationship conflict situation, individuals focus more on their issues with one another instead of the situation at hand. One solution to alleviate the conflict would be bringing up the source of the tension and focusing on listening to the other person's point of view. For this, the parties must resist the urge to argue or defend their position. When one side demonstrates empathy and interest, the other side is likely to reciprocate. If the conflict persists or worsens, it would be useful to enlist the help of a manager in resolving the differences. Ideally, one would attempt to increase the task conflict and diminish the effects of the relationship conflict, except that the two usually occur simultaneously. In fact, task conflict typically is the catalyst for relationship conflict, and the higher the task conflict is, the greater the relationship conflict will be. [4] In a conflict situation, integration is the preferred conflict management technique because it stimulates creative and dynamic decision-making. The concept of integration is defined and illustrated by Rognes and Schei, at a broad level, as concerning the creation of values over and above what is achieved. This means that it aims to prevent the parties from two things: focusing solely on the present resources and dividing these resources based on self-interest entirely. Otherwise, a sense of distrust and insecurity between the parties is likely to come out, which will pave the way for conflicts. For example, two farmers may be in conflict over how to divide between them a limited supply of water. Rather than quarrelling over a fixed pie of resources (i.e. water), the farmers can try to expand the pie of resources by cooperating on how to increase the total amount of water supply (e.g. by building a dam). In order to transform the conflict, the parties must search for the underlying causes of their disagreement, and explore whether this can lead them towards solutions that better meet their needs than fighting over a fixed and limited water supply. [5] In fact, choosing to use integration will decrease one's likelihood of experiencing conflict at work, thus reducing stress levels. The expectation is that integrative conflict management will have an impact on relationship conflict by minimizing its occurrence. The more an individual uses integrative approaches for tackling conflicts at work, the less opportunity there will be for relationship conflict to occur. When present, integrative conflict solutions seem to lessen the effects of task and relationship conflict because of their collaborative nature, which decreases tensions and confrontations. 1. Which of the following statements is NOT TRUE according to paragraph 2? (4 pts.) a. Decisions related to division of labor might create problems among employers. b. Managers can interfere in conflicts and stimulate collaboration for a solution. c. Listening actively gives a better understanding of the background of the problems. d. Working in collaboration to sort out problems has a benign effect on the negotiation process. 2. Go back to paragraph 3, and rewrite the sentences in bold and italic. (6 pts.) (Do not Copy-Paste. Use your own words.) 3. According to paragraph 3, which of the following can be inferred concerning the connection between task and relationship conflict? (4 pts.) a. Task conflict functions as the determining part in its interaction with relationship conflict. b. Relationship conflict has some constructive effects on task conflict solutions. c. In the workplace, as relationship conflicts increase, so do the task conflicts. d. Both types of conflicts, task and relationship, can help increase performance in business.

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