Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Differences of opinion, disagreements over who should lead the group, individuals
competing with each other for scarce resources, and the like

A

Initial conflict

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Conflict grows as persuasion gives way to arguing, emotions take the place of logic, and the once unified group splits into factions and coalitions

A

Conflict escalation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Reduction in conflict

A

Conflict resolution

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Disagreement or confrontation between members of the same group.

A

Intragroup conflict

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Performance situation that is structured in such a way that the success of any one members is unrelated to the chance of other members’ succeeding.

A

Independence

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

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

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

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

A

Competition

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

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

A

Mixed-motive situation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Simulation of social interaction in which players must make either cooperative or competitive choices in order to win

A

Prisoner’s dilemma game (PDG)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Eventual matching of the behaviors displayed by cooperating or competing group members.

A

Behavioral assimilation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Tendency for individuals to pay back in
kind what they receive from others.

A

Reciprocity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Dispositional tendency to respond to conflict settings in a particular way; cooperators, for example, tend to make choices that benefit both parties in a conflict, whereas competitors act to maximize their own outcomes.

A

Social values orientation (SVO)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Social values orientation (SVO)

Proself individualists are concerned only with their own outcomes.

A

Individualistic orientation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Social values orientation (SVO)

Proself individuals who strive to maximize their own outcomes, but they also seek to minimize others’ outcomes.

A

Competitive orientation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Social values orientation (SVO)

Prosocial cooperators strive to maximize their own outcomes and others’ outcomes as well.

A

Cooperative orientation

18
Q

Social values orientation (SVO)

Motivated to help others who are in need.

A

Altruistic orientation

19
Q

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

A

Social dilemma

20
Q

Social dilemma where individuals can maximize their outcome by seeking personal goals rather than the collective goals, but if
too many individuals act selfishly then all members of the collective will experience substantial long-term losses.

A

Social trap (or commons dilemma

21
Q

A social dilemma where one 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

22
Q

Perceived fairness of the distribution of rights and resources.

A

Distributive justice

23
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

24
Q

Disagreements over issues that are relevant to the group’s recognized goals and procedures.

A

Task conflict (or substantive conflict)

25
Q

Disagreement over the methods the group should use to complete its basic task

A

Process conflict

26
Q

Interpersonal discord that occurs when group members dislike one another

A

Personal conflict

27
Q

A research procedure developed by Morton Deutsch and Robert Krauss in their studies of conflict between individuals who differ in their capacity to threaten and punish others.

A

Trucking game experiment

28
Q

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

29
Q

3 approaches to negotiation

A

Soft Negotiation
Hard Negotiation
Principled Negotiation

30
Q

Approaches to negotiation

See negotiation as too close to competition, so they choose a gentle style of negotiation.

A

Soft Negotiation

31
Q

Approaches to negotiation

Use tough, competitive tactics during negotiations.

A

Hard Negotiation

32
Q

Approaches to negotiation

Seek integrative solutions by sidestepping commitment to specific positions.

A

Principled Negotiation

33
Q

Conceptual perspective on methods of dealing with conflict that assumes avoiding,
yielding, fighting, and cooperating differ along two basic dimensions: concern for self and concern for other.

A

Dual concern model

34
Q

4 Core conflict resolution modes of dual concern model

A

Avoiding
Yielding
Fighting
Cooperating

35
Q

Core conflict resolution modes of dual concern model

Inaction is a passive means of dealing
with disputes

A

Avoiding

36
Q

Core conflict resolution modes of dual concern model

Accommodation is a passive but prosocial approach to conflict.

A

Yielding

37
Q

Core conflict resolution modes of dual concern model

Contending is an active, proself means
of dealing with conflict that involves forcing
others to accept one’s view

A

Fighting

38
Q

Core conflict resolution modes of dual concern model

Cooperation is an active, prosocial, and proself approach to conflict resolution.

A

Cooperating

39
Q

Bargaining strategy that begins with
cooperation, but then imitates the other person’s choice so that cooperation is met with cooperation and competition with competition.

A

tit for tat (TFT)

40
Q

One who intervenes between two persons
who are experiencing conflict, with a view to reconciling them.

A

Mediator

Group Dynamics (14 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions