Interpersonal (B)

Question 1

Grievance Arbitration

Answer 1

A process in which a third party is used to
settle disputes that arise from conflicting
interpretations of a labor contract
Decisions that are reached through this process
are enforceable and cannot go to court to be
changed.

Question 2

Relationship conflict

Answer 2

Happens when two or more people have
a difference of personalities, opinions, or
perspective
The conflict itself is tied to the people involved
and may be difficult to overcome. It often cannot
be reasoned away, but both sides need to come
to an understanding.

Question 3

Task conflict

Answer 3

Directly tied to the work being done,
whether that is managing work assignments,
understanding expectations, or interpreting the
facts of a job
This type of conflict can often be resolved by
a supervisor who clarifies work duties, or by a
series of meetings between the two sides.

Question 4

Interorganizational conflict

Answer 4

Between two businesses and goes beyond
simple competition
Companies may work together and have
disagreements about work assignments and
responsibilities. There are also companies that
may sink into unhealthy competition over
customers, employees, or vendors.

Question 5

Conflict resolution: part 1

Answer 5

Approach:
Collaborative - Highly active (win-
win)

Assessing the conflict from multiple viewpoints in a shared approach to solve the root cause problem(s).

Forced
resolution - Active (win-lose)

The authoritative party (HR or manager) forces the decision upon
the team or individuals without feedback.

Question 6

Conflict resolution (part 2)

Answer 6

Accommodation: passive (lose-win)
By accommodating one party’s desires to avoid conflict, the underlying root causes remain for a future day.

Avoid: very passive (lose-lose)
The conflict is avoided and may increase in severity if ignored.

Question 7

Discrimination charges

Answer 7

Must be filed with the EEOC within 180 days
of the alleged incident
If probable cause is found, then the EEOC will attempt
conciliation, and the employer is required to settle.
The complaint charge is either settled, or the process
may move to litigation. If the EEOC is not able to
determine probable cause, the employee can request a
right-to-sue letter after the end of the 180-day period
and must file suit in court within 90 days.

The EEOC (Equal Employment Opportunity Commission) is the federal agency that enforces laws against workplace discrimination

Question 8

Front pay

Answer 8

Do
Money awarded to an individual in a workplace
discrimination case and is generally equal to
lost earnings
Front pay is usually required when the position is not
available, the employer has not made any effort to
address an ongoing issue of discrimination throughout
the company, or the employee would be forced to
endure a hostile work environment if they were to
return to the original position.

Question 9

Negotiation

Answer 9

A skill used to derive compromises on
decisions between two parties
HR professionals are often called upon to fill
the negotiator role both internally, between
members of the organization, and externally,
between a member of the organization and an
outside party.

Question 10

Perspective taking

Answer 10

A way to look at a problem from someone else’s
point of view
Analyzing what the other party would want in a
negotiation is the best way to find “win-wins,
where both sides get their highest-priority issue
addressed, rather than both sides comprising.