Nokea
A third party is brought in to resolve a dispute between two parties in an organisational conflict. The parties agree to abide by the decision of the third party. This is known as
- A. Mediation
- B. Arbitration
- C. Intergroup conflict resolution
- D. None of the above
Correct Answer: B
Rationale: The correct answer is B: Arbitration. Arbitration involves a neutral third party making a decision that the disputing parties agree to abide by. This process is legally binding and the decision is usually based on evidence and arguments presented by both parties. Mediation (A) involves a neutral third party facilitating communication and negotiation between the disputing parties, but the decision is not binding. Intergroup conflict resolution (C) typically refers to resolving conflicts between different groups within an organization, not specifically involving a third party decision. "None of the above" (D) is incorrect as the situation described fits the definition of arbitration.
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Two customers are involved in a dispute about the use of facilities. What strategy should a security operative use to deal with this situation
- A. Distraction
- B. Delegating responsibility
- C. Compensation
- D. Seeking resolution
Correct Answer: D
Rationale: The correct answer is D: Seeking resolution. In a dispute, the security operative should aim to resolve the conflict peacefully and efficiently. Step-by-step rationale: 1) Identify the root cause of the dispute. 2) Listen to both customers' perspectives. 3) Mediate a discussion to find a mutually acceptable solution. Summary: A: Distraction is inappropriate as it avoids addressing the issue. B: Delegating responsibility may not resolve the conflict directly. C: Compensation may not address the underlying problem.
Which strategy helps prevent conflict escalation in a busy unit?
- A. Clear communication
- B. Increased workloads
- C. Avoiding staff input
- D. Unilateral decisions
Correct Answer: A
Rationale: The correct answer is A: Clear communication. Clear communication helps prevent conflict escalation by ensuring everyone is informed, understanding expectations, and resolving misunderstandings promptly. It encourages open dialogue, collaboration, and mutual respect among team members. Increased workloads (B) can lead to stress and tensions, causing conflicts to escalate. Avoiding staff input (C) may result in feelings of disengagement and resentment, leading to conflict. Unilateral decisions (D) can create a lack of transparency and trust, escalating conflicts due to perceived unfairness.
A nurse is interested in working in a large trauma center that is unionized but does not want to join the union or pay fees. The nurse is not required to join or pay fees to the union based on which law?
- A. National Labor Relations Act
- B. Right-to-work law
- C. National Labor Relations Act
- D. Taft-Hartley Act
Correct Answer: B
Rationale: The correct answer is B: Right-to-work law. The right-to-work law prohibits mandatory union membership or payment of union fees as a condition of employment. This law protects employees who do not wish to join or financially support a union. The other choices, A (National Labor Relations Act) and C (National Labor Relations Act), do not specifically address the issue of mandatory union membership or fees. Choice D (Taft-Hartley Act) also does not provide the specific protection for employees who choose not to join or pay fees to a union. Therefore, the correct answer is B as it directly addresses the nurse's situation in the scenario provided.
When a nurse refuses to work with a specific colleague, the manager should first:
- A. Force them to work together
- B. Ask the nurse for the reason privately
- C. Transfer the nurse to another unit
- D. Discipline the nurse for insubordination
Correct Answer: B
Rationale: The correct answer is B: Ask the nurse for the reason privately. This approach allows the manager to understand the underlying issue causing the nurse to refuse to work with the colleague. By addressing the root cause, the manager can work towards a resolution that benefits both parties. Forcing them to work together (A) may escalate the conflict. Transferring the nurse (C) without understanding the issue may not solve the problem. Disciplining the nurse (D) without investigating further can harm morale and lead to further conflicts. Asking for the reason privately (B) promotes open communication and helps in finding a constructive solution.
A nurse leader overhears gossip about a staffing decision. What is the best initial response?
- A. Confront the group immediately
- B. Investigate the source discreetly
- C. Ignore it as typical workplace behavior
- D. Announce a policy against gossip
Correct Answer: B
Rationale: The correct initial response in this situation is to choose option B: Investigate the source discreetly. This approach allows the nurse leader to gather accurate information before taking any action. By investigating discreetly, the leader can determine the validity and seriousness of the gossip without escalating the situation unnecessarily. Confronting the group immediately (option A) may lead to hostility and further rumors. Ignoring it as typical workplace behavior (option C) could result in the issue persisting and potentially causing harm. Announcing a policy against gossip (option D) may be premature without understanding the specifics of the situation. Overall, discreet investigation is the most effective way to address the issue initially.