People are in conflict when the actions of one person are interfering or making another’s behavior less effective.

Max Weber had focused on developing an ideal form of organizing business in state institutions that may help to isolate these organizations from corruption – recruitment and promotion decisions were based on relations of a candidate with the German Dynasty. Weber named this ideal type of organization as “bureaucracy” and he defined basic features of bureaucratic forms (Scott, 2007):

1. a) a fixed division of labor among participants,
2. b) a hierarchy of offices,
3. c) a set of general rules that governs performance,
4. d) a separation of personnel from official property,
5. e) selection of personnel based on technical qualifications, and
6. f) employment viewed as a career by participants.

The correct answer is Choice B.

Frederick Herzberg (1968) developed the theory by conducting a study with engineers and accountants’ examination of events in their lives. 1685 employees participated in the study with 16 investigations. The results of the study implied that;

• The factors causing satisfaction differ from the factors leading to dissatisfaction.
• The opposite of satisfaction is no satisfaction (instead of dissatisfaction) and the opposite of dissatisfaction is no dissatisfaction (instead of satisfaction). Thus, removing dissatisfying characteristics from a job does not make the job satisfying (Herzberg, 1968).
• There are two different group of individual needs; biological needs (avoiding pain) and growth. The former is satisfied externally (money, insurance, working conditions etc.) called as hygiene factors and the later intrinsically (achievement, recognition, responsibility, the work itself etc.) called as motivators.
• Factors causing dissatisfaction are the hygiene factors and leading to satisfaction are the motivators.
• When an employee is offered hygiene factors, the person is shifted to no dissatisfaction point after that the same person is provided motivators he/she moves to satisfaction level.

The correct answer is Choice C.

Hierarchy of authority best completes the blank.

Task-oriented leaders focus on success, so they make sure that the work within the group is completed successfully. Relationship (people)- oriented leaders emphasize the feelings of the subordinates and tend to share decision-making responsibility with their subordinates.

Directive leadership means that the leader lets subordinates know what’s expected of them.

Supportive leadership contains leader behaviors that concerns subordinates’ satisfaction of needs and preferences, as well as well-being of them.

Participative leadership involves leader behavior that encourage and enable subordinate involvement in decision making.

Achievement oriented leadership means encouraging subordinates to reach the highest performance by settings clear and challenging goals. 

The correct answer is B.

Job satisfaction, describes a positive feeling about a job, resulting from an evaluation of its characteristics.

The correct answer is C.

Role overload occurs when the employee is in charge of various role sets, which are impossible to perform in a given set. Role overload can be classified as quantitative and qualitative role overload. The correct answer is Choice B.

George and Jones defined effective leadership characteristics under eight personal traits as;

• Intelligence; helps a leader solve complex problems.

• Task-relevant knowledge; ensures that a leader knows what has to be done, how is should be done and what resources are required for a group organization to achieve its goals.

• Dominance; an individual’s need to exert influence and control over others helps a leader channel follower’s efforts and abilities toward achieving group and organizational goals.

• Self-confidence; helps a leader influence followers and motivates them to persevere in the face of obstacles or difficulties.

• Energy; helps a leader deal with the many demands they face on a day to day basis.

• Tolerance for stress; helps a leader deal with the uncertainty inherent in any leadership role.

• Integrity and honesty; help to ensure a leader behaves ethically and is worthy of followers’ trust and confidence.

• Emotional maturity; helps to ensure a leader is not overly self-centered, can control their feelings, and can accept criticism.

In transformational leadership, followers

* have increased awareness of the importance of their tasks and of performing them well.

* are aware of their needs for personal growth, development, and accomplishment.

* are motivated to work for the good of the organization rather than for their own personal gain.

Eliminate group-thinking and predispose alternative ways/solutions is a functional outcome of conflict.

We usually classify managers under three basic groups, since they have different requirements and responsibilities. These three groups of managers are top or strategic level, middle level and lower level managers. Top-level managers have responsibility of developing long-term plans and strategies for organizations.

Weber named this ideal type of organization as “bureaucracy” and he defined basic features of bureaucratic forms (Scott, 2007):

a) a fixed division of labor among participants,
b) a hierarchy of offices,
c) a set of general rules that governs performance,
d) a separation of personnel from official property,
e) selection of personnel based on technical qualifications,
f) employment viewed as a career by participants

Three distinct types of goal conflict are generally identified as;

 1. Approach-approach conflict, where the individual is motivated to approach two or more positive but mutually exclusive goals. 

2. Approach-avoidance conflict, where the individual is motivated to approach a goal and at the same time is motivated to avoid it. The single goal contains both positive and negative characteristics for the individual.

3. Avoidance-avoidance conflict, where the individual is motivated to avoid two or more negative but mutually exclusive goals (Luthans, 2010, p.290).

Intrapersonal conflict - Interpersonal conflict - Intragroup conflict - Intergroup conflict

Task-oriented leaders tend to emphasize technical part of the job. They are concerned with specifying and identifying the roles and tasks of subordinates. People-oriented leaders emphasize interpersonal relations. They are being concerned about subordinates wellbeing and appreciation for their accomplishment. Therefore, the correct answer is E.

Through interviewing leaders and followers, researchers defined two types of leaders, task/goal oriented leader and people oriented leader.

Task/goal-oriented Leader: According to both studies, the leader shows a behavior that closely controls whether the group members are working in accordance with the predetermined company principles, methods and rules and push them to reach their performance capacity. They focus on clear cut procedures, plan and schedule tasks, organize followers activities and deployed necessary technical assistance. Besides he/she uses formal authority on coercion, reward, and legitimate power to influence the behavior and performance of followers.

People- oriented Leader: People oriented leader tries to improve the working conditions that will improve the satisfaction of the group members and is closely interested in the personal development and progress of the subordinates. Thus people-oriented leadership involves behaviors such as showing trust and respect for subordinates, acting friendly and considerate, trying to understand and solve their problems, showing appreciation for subordinates’ ideas.

The weak side of charismatic leadership is that the superficies power can be easily converted into narcissistic traits which have a tendency to reject criticisms and expect full admiration and loyalty. Therefore, the correct answer is B.

Specialization refers to the degree to which organizational tasks or work processes are subdivided into separate jobs.

I. High work pressure, dense level of competition among coworkers, perception of injustice politics, perception of being inadequate to performn the job, and goal conflict can create intrapersonal level of conflict.

II. Intragroup conflict is the conflict that takes place in the same team or in the same group. 

III. Interpersonal conflict is the dyadic conflict between two or more organizational members who can be in different/same department or at different/same hierarchical position. 

IV. Intergroup conflict is conflict that takes place among different groups.

The sentences with number II and number IV are wrong. Thus, the correct answer is A.