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GROUP DYNAMICS > CONFLICT > Flashcards

CONFLICT Flashcards

1
Q

Disagreement, discord, and friction that occur when the actions or beliefs of one or more members of the group are unacceptable to and resisted by one or more of the other group members.

A

Conflict

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2
Q

Roots of Conflict

A

●intragroup conflict
●intergroup conflict
●cooperation
●Competition

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3
Q

A performance situation that is structured in such a way that success depends on performing better than others.

A

Competition

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4
Q

A performance situation that is structured in such a way that the success of any one member of the group improves the chances of other members’ succeeding

A

cooperation

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5
Q

Disagreement or confrontation between two or more groups and their members that can include physical violence, interpersonal discord, and psychological tension.

A

intergroup conflict

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6
Q

Disagreement or confrontation between members of the same group.

A

intragroup conflict

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7
Q

It promotes selfishness, suspicion, and sequestration.

A

Competition

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8
Q

A performance setting in which the interdependence among interactants involves both competitive and cooperative goal structures.

A

mixed-motive situation

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9
Q

When people who help you later need help, this norm urges you to help them in return.

A

the norm of reciprocity

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10
Q

this norm also implies that people who harm you are deserving of harm themselves.

A

the norm of reciprocity

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11
Q

The eventual matching of the behaviors displayed by cooperating or competing group members. group members’ choices become synchronized over time.

A

behavioral assimilation

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12
Q

our willingness to cooperate or compete is determined by two sets of values:

A

concern for our own outcomes

concern for other people’s outcomes

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13
Q

our willingness to cooperate or compete

A

Social values orientation

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14
Q

individuals seek to maximize personal gains

A

Proself

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15
Q

are also concerned with others’ gains and losses; they want to maximize others’ outcomes.

A

Prosocial

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16
Q

Four orientations of Social values orientation

A

Individualists
Competitors
Cooperators
Altruists

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17
Q

are proself and concerned only with their own outcomes.

A

Individualists

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18
Q

They neither interfere with nor assist other group members, for they focus only on their own outcomes

A

Individualists

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19
Q

are proself and strive to maximize their own outcomes, but they also seek to minimize others’ outcomes

A

Competitors

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20
Q

are both prosocial and proself, so they strive to maximize their own outcomes and others’ outcomes as well.

A

Cooperators

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21
Q

are prosocial but not proself, so they are motivated to help others who are in need.

A

Altruists

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22
Q

They willingly sacrifice their own outcomes in the hopes of helping others achieve some gain.

A

Altruists

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23
Q

They view disagreements as win– lose situations and find satisfaction in forcing their ideas on others.

A

Competitors

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24
Q

They value accommodative interpersonal strategies that generate win–win situations.

A

Cooperators

25
Q

An interpersonal situation where individuals must choose between maximizing their personal outcomes or maximizing their group’s outcomes.

A

social dilemma

26
Q

A social dilemma when individuals can maximize their outcome by seeking personal goals rather than the collective goals.

A

commons dilemma (or social trap)

27
Q

A social dilemma when one may or may not contribute any resources in support of a public good (such as a park or a highway system) but also cannot be excluded for failing to contribute.

A

public goods dilemma

28
Q

The group gives more to members who have done more for the group. Someone who has invested a good deal of time, energy, money, or other type of input in the group receives more than individuals who have contributed little.

A

Equity

29
Q

The group treats all members equally, no matter what their contribution to the group.

A

Equality

30
Q

The group allocates more of its resources to those with more authority, status, or control over the group and less to those in lower-level positions (“to the victor go the spoils”).

A

Power

31
Q

The group takes into consideration the level of need of each of its members and allocates more of its resources to those with the greatest needs and less to those who need less, irrespective of how much these individuals contributed to the group.

A

Need

32
Q

This norm is sometimes termed the social responsibility norm since those who have more are expected to share with those who have less.

A

Need

33
Q

Giving oneself more responsibility for an outcome or event than is warranted; often indexed by comparing one’s own judgments of personal responsibility to judgments of responsibility allocated by others.

A

Egocentrism

34
Q

TRUE OR FALSE. Group members who feel that they are receiving too little for what they are giving—negative inequity—sometimes withdraw from the group, reduce their effort, or turn in work of lower quality.

A

TRUE

35
Q

TRUE OR FALSE. Receiving too little for what one has given—positive inequity—sometimes causes people to increase their efforts so they deserve what they get, but it is negative inequity that causes conflict

A

FALSE

36
Q

TRUE OR FALSE. Those who occupy positions of authority have the right to issue orders to others who are expected to follow those directives

A

TRUE

37
Q

TRUE OR FALSE. Once individuals gain power over others, they tend to defend their sources of power through manipulation, the formation of coalitions, information control, and favoritism

A

TRUE

38
Q

TRUE OR FALSE. These power processes occur with great regularity in groups, but they do not cause waves of tension, conflict, and anger to ripple through the group

A

FALSE

39
Q

it stems from disagreements about issues that are relevant to the group’s goals and objectives.

A

Task Conflict
content conflict
substantive conflict

40
Q

occurs when ideas, opinions, and interpretations clash.

A

Task Conflict

41
Q

occurs when strategies, policies, and methods clash.

A

Process conflict, or procedural conflict

42
Q

Group members may find themselves uncertain about how to resolve a problem, with some championing continued discussion and others favoring a vote.

A

Process conflict, or procedural conflict

43
Q

rooted in individuals’ antipathies for other group members.

A

Relationship conflict, or personal conflict

44
Q

People explain their conflicts by blaming the other person’s negative personal qualities, such as moodiness, compulsivity, incompetence, communication difficulties, and sloppiness.

A

Relationship conflict, or personal conflict

45
Q

A complex emotional and cognitive reaction that occurs when individuals feel that their freedom to make choices has been threatened or eliminated.

A

Reactance

46
Q

When it occurs, individuals strive to reassert their sense of freedom by affirming their autonomy.

A

Reactance

47
Q

TRUE OR FALSE. Group members’ inferences about each other’s strengths, attitudes, values, and other personal qualities provide the basis for mutual understanding, but during conflict these perceptions tend to be so distorted that they inflame rather than smooth conflict

A

TRUE

48
Q

What are the methods use for Conflict Resolution?

A

Negotiation
distributive negotiation
integrative negotiation

49
Q

Resolving differences of opinion and transactions by identifying common and complementary interests and proposing solutions that satisfy all concerned parties.

A

integrative negotiation

50
Q

A reciprocal communication process whereby two or more parties to a dispute examine specific issues, explain their positions, and exchange offers and counteroffers to reach agreement or achieve mutually beneficial outcomes.

A

Negotiation

51
Q

Resolving differences of opinion and transactions by claiming or dividing resources, making offers and responding with counteroffers, and the guarded disclosure of interests.

A

distributive negotiation

52
Q

identifies four (or five) means of dealing with conflicts

A

The dual concern model

53
Q

What are the four (or five) means of dealing with conflicts?

A

avoiding, yielding, fighting, and cooperating (and conciliation)

54
Q

Where does the dual concern model differ along two dimension?

A

concern for self and concern for others.

55
Q

If too many individuals act selfishly, then all members of the collective will experience substantial long-term losses.

A

Common’s Dilemma

56
Q

occurs when ideas, opinions, and interpretations clash.

A

Task conflict

57
Q

occurs when strategies, policies, and methods clash

A

Process Conflict

58
Q

Group may make decisions and initiate actions without consulting the group; but the group may become irritated if denied an opportunity to participate in decision making.

A

Process Conflict

GROUP DYNAMICS (10 decks)

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