Final Exam: MGT420/ MGT 420 (Latest 2026/2027 Update) Organizational Behavior and Management Exam| Questions and Verified Answers| 100% Correct| Grade A- GCU

Final Exam: MGT420/ MGT 420 (Latest 2026/2027 Update) Organizational Behavior and Management Exam| Questions and Verified Answers| 100% Correct| Grade A- GCU

Final Exam: MGT420/ MGT 420

(Latest 2026/2027 Update) Organizational

Behavior and Management Exam| Questions

and Verified Answers| 100% Correct| Grade

A- GCU

Q: Problem-Oriented

Answer:

a supportive style of communication in which the communicators focus on working together to

solve their problems instead of trying to impose their solutions on one another

Q: Not Person-Oriented

Answer:

"because of you, a problem exists"

Q: Congruence

Answer:

correspondence of parts; harmonious relationship; CF. congruity

Q: Developmental Feedback

Answer:

Provides information about what we are doing well and what could use improvement

Q: The Johari Window

Answer:

There are some things that are "open" that we know about ourselves that others also know

Q: Feedback Orientation

Answer:

a person's overall receptivity to feedback

Q: Active Listening

Answer:

reflecting, probing, deflecting, advising

Q: functional conflict

Answer:

conflict that benefits the main purposes of the organization and serves its interests

Q: dysfunctional conflict

Answer:

conflict that hinders the organization's performance or threatens its interests

Q: Substantive Conflict

Answer:

involves disagreements over goals, resources, rewards, policies, procedures, and job assignments

Q: Emotional conflict

Answer:

results from feelings of anger, distrust, dislike, fear, and resentment as well as from personality

clashes

Q: Reducing Differences

Answer:

conforming to others differing opinions and "different" personal (and possibly conflicting)

aspects of themselves

Q: Tolerating Differences

Answer:

If a sign of tolerance is a feeling of "I can live with X (behavior, religion, race, culture, etc.),"

Q: Relational Conflict

Answer:

conflict that becomes personal because group members do not like, value, or respect one another

Q: Ladder of Inference

Answer:

A process by which an individual uses assumptions or biases formed from past experiences to

make a judgment on the intentions of another individual.

Q: Superordinate Identity

Answer:

Group identity that transcends the personal, gender, ethnic, and religious identities of group

members.

Q: Upward Referral

Answer:

Problems are moved from the level of conflicting individual or teams and referred up the

hierarchy for more senior managers to address.

Q: Status Conflict

Answer:

disputes over status in a group's social hierarchy, conflict due to different power levels or power

bases

Q: Process Conflict

Answer:

disagreement about the procedures or methods for accomplishing the task

Q: Task Conflict

Answer:

conflict over content and goals of the work