L5M15 Exam Dumps - Advanced Negotiation

Acold(detached) andtough(adversarial) style discourages collaboration and may escalate conflict. CIPS categorises influencing behaviour across two dimensions—warm vs cold and tough vs soft—with “cold and tough” seen as destructive.

Herzberg identifiedmotivators(e.g., achievement, recognition, responsibility) that increase satisfaction, andhygiene factors(e.g., pay, conditions) that prevent dissatisfaction. Both affect workplace motivation in different ways.

Conscious incompetencemeans recognising a skill gap—you understand what’s required but haven’t yet mastered it. It’s the second stage in the four-stage competence model: (1) Unconscious incompetence → (2) Conscious incompetence → (3) Conscious competence → (4) Unconscious competence.

Acting with honesty and integrity safeguards an organisation’s reputation, ensuring public trust and compliance with professional standards. Ethical misconduct, by contrast, risks serious reputational harm and stakeholder distrust.

In Tuckman’s team development model:Forming → Storming → Norming → Performing → Adjourning/Mourning. “Storming” is the first stage listed here and marks initial conflict as roles and norms form.