2. 考研
  3. Conventional wisdom about conflict seems pretty much cut and dried. Too little conflict breeds apathy (冷淡) and stagnation (呆滞).

Conventional wisdom about conflict seems pretty much cut and dried. Too little conflict breeds apathy (冷淡) and stagnation (呆滞).

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问题    Conventional wisdom about conflict seems pretty much cut and dried. Too little conflict breeds apathy (冷淡) and stagnation (呆滞). Too much conflict leads to divisiveness (分裂) and hostility. Moderate levels of conflict, however, can spark creativity and motivate people in a healthy and competitive way.
   Recent research by Professor Charles R. Schwenk, however, suggests that the optimal level of conflict may be more complex to determine than these simple generalizations. He studied perceptions of conflict among a sample of executives. Some of the executives worked for profit-seeking organizations and others for not-for-profit organizations.
   Somewhat surprisingly, Schwenk found that opinions about conflict varied systematically as a function of the type of organization. Specifically, managers in not-for-profit organizations strongly believed that conflict was beneficial to their organizations and that it promoted higher quality decision making than might be achieved in the absence of conflict.
   Managers of for-profit organizations saw a different picture. They believed that conflict generally was damaging and usually led to poor-quality decision making in their organizations. Schwenk interpreted these results in terms of the criteria for effective decision making suggested by the executives. In the profit-seeking organizations, decision-making effectiveness was most often assessed in financial terms. The executives believed that consensus rather than conflict enhanced financial indicators.
   In the not-for-profit organizations, decision-making effectiveness was defined from the perspective of satisfying constituents. Given the complexities and ambiguities associated with satisfying many diverse constituents executives perceived that conflict led to more considered and acceptable decisions.
We can learn from Schwenk’s research that ______
选项 A、a person’s view of conflict is influenced by the purpose of his organization
B、conflict is necessary for managers of for-profit organizations
C、different people resolve conflicts in different ways
D、it is impossible for people to avoid conflict
答案A
解析 由第三段可知非盈利机构(not-for-profit)坚信冲突对他们的组织是有益处的，而且有助于做出更高质量的决策；由第四段可知，盈利机构(for-profit)的经理们却认为冲突总的说来是具有破坏力的，而且导致做出较低质量的决策，可见一个组织的(盈利或不盈利的)目的(purpose)往往决定其对于冲突的不同看法。
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