The purpose of each quiz is to make sure you have a thorough comprehension of theoretical aspects of the material covered. To pass a quiz you need a score of 90% or better. If you do not obtain this score, you can take the test again. The important thing is to understand the materials rather than the number of times you take the quiz.
After each question you will get some feedback, including a smile for correct answers and an X for incorrect ones, as well as a review comment. In order to retain the information, it is worthwhile reading these review comments.
Each topic has two quizzes that must be passed. Gregorio Billikopf will be the only person who will know how you did on the test (unless you are taking this course through a different university, in which case your professor will also be aware of how you did).
The review comments are mostly taken from the book (or may indicate a footnote from the book) Agricultural Labor Management: Cultivating Personnel Productivity unless otherwise notified.
Here are the honor code requirements you agree to abide to by taking this test.
As part of the honor code I agree:
1) Not to bring, nor make use, of any reference materials or notes while taking the test.
2) Not make copies of test questions nor share test contents with others.
3) Not to discuss test questions with others (except Gregorio Billikopf or my professor if this is another person).
4) Not to re-take a test until a) I have studied over the assigned materials again; or b) at least six hours have elapsed.
According to the author, when we cannot manage our disagreements, a feeling of contention develops.
True
False
When we meet a new person we try to behave as well as possible in what could be called a _______________ period:
honeymoon
rainy
trial
unfreezing
In the long run, it is good to appear calm even when negative internal feelings have built up.
True
False
During conflicts it is easy to hear without listening.
True
False
In order to protect self-esteem it is preferable to find someone who can support us (who is not part of the conflict) instead of dealing directly with the person with whom we are having the disagreement.
True
False
When we share our interpersonal challenges with our friends they tend to be in agreement with us because they see what has taken place from our perspective.
True
False
Amor propio is a Spanish expression sometimes used for false self esteem.
True
False
Which comment is not correct? Attempting to solve a conflict directly with the person with whom you have a disagreement generally requires:
A willingness on our part to change.
Exposing ourselves to possible ridicule or rejection.
Little effort.
Recognizing our own contribution to the problem.
When it comes to resolving conflicts, we have a number of ‘enemies.’ Which of the following is not one of them?
Presumption that one person must lose in order for the other to win.
Our unwillingness to tell our side of the story.
Fear of not getting what we want.
A desire to explain our perspective first.
Fisher, Ury and Patton’s principle is:
Seek to first understand, then to be understood.
Know how to disagree with tact.
We should care about the other person’s perspective.
We should look for a solution that takes into consideration the sum of the needs of all involved.
Being willing to use the words, "I disagree" can help us improve our interpersonal negotiation skills.
True
False
It is not only necessary to understand the other person, but it is just as important that the other person feels understood. We might further state that it almost doesn’t matter if we understand the other person if the other person does not feel that understanding.
True
False
One of the best potential mediators would be the supervisor of the parties involved in the conflict.
True
False
Telling employees to solve their own problems ...
Never gives good results..
Seldom gives good results.
Generally gives good results.
Always gives good results.
An in-house mediator could lose the advantage of the “best behavior” effect on the part of the participants who may be too familiar with him or her.
True
False
If it is known that the same person who is playing the role of mediator will continue as arbitrator in those cases where participants cannot come to an agreement:
This can be a two edged sword.
Participants do not attempt to give a good impression.
Participants may have more confidence in the procedure.
Participants do not try and solve problems at the mediation level.
Even though a joint session has begun, either of the stakeholders can ask for an additional caucus, where the participant meets alone with the mediator.
True
False
Pre-caucusing has the following advantages, except:
Increase participant interest in resolving the conflict.
Share basic rules that will govern interpersonal interactions.
Examine hurt feelings caused by the conflict.
Separate the people involved from the conflict.
An opportunity to teach participants effective negotiation principles.
An opportunity for participants to vent.
An opportunity for the mediator to determine which participant has the better case.
(The following answers are correct, except one.) Winslade and Monk suggest that the mediator:
Can reduce tension between participants by "blaming" the conflict itself.
Tell participants not to be overly affected by the comments of the other stakeholder.
Should listen with an ethic of curiosity.
Should avoid presuming that s/he understands what a participant is saying.
According to Bush and Fulger, when a participant says something positive about the other, expresses a sincere apology, or at least shows some understanding of the other stakeholder, this is called:
psychological unfreezing
ethic of curiosity
negotiating without giving in
transformative opportunity
(The following answers are correct, except one.) People project the identity of the person they want to be.
Unless they are involved in a serious conflict with a person.
Specially when their weaknesses have already been exposed.
And this is part of their self image. .
And conflicts may increase when people don’t recognize each other’s projected identities.
In a joint session the mediator sits ...
Close to both participants to give them moral support.
Close to both participants so that s/he can maintain control over the interaction if participants begin to get out of control.
Far enough from participants that they cannot see his or her reactions to comments without turning to look at the mediator.
Far from the participants in case they begin fighting.
Close to the door so he or she can run if things get out of hand.
A good question a mediator can ask to gauge if participants are prepared to move from a pre-caucus to a joint session when using the Party-Directed Mediation approach is:
Do you understand you can lose your job if you are not ready to cooperate with the other stakeholder?
Are you ready to abandon the past and talk about what needs to be done in the future?
Is there anything positive you can say about the other person involved in the conflict?
How long have you been involved in this conflict?
If a party has nothing positive to say about the other during the pre-caucus it means? (Most correct answer, as the book Agricultural Labor Management: Cultivating Personnel Productivity has the wrong answer, and you need to look at Helping Others Resolve Differences: Empowering Stakeholders for the correct answer)
That the parties should not be brought into mediation, but rather, arbitration is needed.
That an additional pre-caucus may be needed. People in these circumstances have not given themselves permission to feel any kind feelings towards the other.
That parties need to move to the joint session as quickly as possible.