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COMM 411 > EXAM 1 > Flashcards

EXAM 1 Flashcards

1
Q

Our central concern is about

A

Communication

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2
Q

3 Functions of Talk (Duck & Pond)

A
  1. Essential-Necessary
  2. Indexical-Logical common sense connection between sign and signified
  3. Instrumental-Serving as an instrument or means in pursuing an aim or policy
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3
Q

Conflict

A

The expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources and interference from others in achieving their goals.

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4
Q

Expressed struggles become activated by a

A

Triggering event

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5
Q

3 aspects of Interdependence:

A

Connections, mutual interests and “stuck with each other”

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6
Q

Unproductive interdependence can produce

A

Gridlock conflicts

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7
Q

3 aspects of Perceived Incompatible Goals

A
  1. Perception is crucial
  2. Reframing goals to find argument
  3. Sometimes goals are still different even with excellent communication
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8
Q

4 aspects of Perceived Scarce Resources

A
  1. Perception is crucial
  2. Sometimes resources are actually scarce
  3. Common interpersonal scarcity: power and self esteem
  4. Sometimes resources aren’t cause
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9
Q

3 aspects of interference

A
  1. Perception is crucial
  2. Sometimes people interfere
  3. Frequently perception of interference stimulates anger and blame
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10
Q

Messages reveal the state of a

A

Relationship

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11
Q

Conflict is 95% destructive in

A

Step families due to new family units

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12
Q

Parental conflict has a direct impact on their

A

Children

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13
Q

Conflicted married individuals tend to have poorer health than

A

Single individuals

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14
Q

Women suffer more in

A

Hostile conflict

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15
Q

The level of conflict has a far greater impact on children than

A

Divorcing

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16
Q

According to Gottman, frequency of negative facial expressions accurately predict the number of

A

Infectious diseases a person will have in 4 years

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17
Q

Parent fighting levels are reflected in children’s

A

Urine

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18
Q

Conflict managements the key to

A

Long term relationships

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19
Q

What percentage of people experience conflict at work?

A

85%

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20
Q

Emotional intelligence

A

The capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions well in ourselves and in relationships (Goleman)

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21
Q

4 Aspects of Emotional Intelligence

A

Self awareness, self management, social awareness and social skills

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22
Q

Self awareness

A

Understanding the relationships between emotions

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23
Q

Self management

A

Controlling your own emotions

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24
Q

Social awareness

A

Perceiving others emotions

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25
Q

Social skills

A

Using emotions to facilitate thought and linking emotions to thinking

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26
Q

2 forms of talk

A

Elaborated vs. Truncated

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27
Q

Truncated Talk

A

Destructive conflict that is costly to all parties.

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28
Q

Unresolved conflict

A

Tremendous negative impact

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29
Q

Gottman’s 4 Horsemen

A
  1. Criticizing
  2. Defensiveness
  3. Stonewalling
  4. Contempt
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30
Q

Gottman says that contempt is the biggest predictor of

A

Divorce

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31
Q

Criticizing

A

Finger pointing, judgements, communication, first minute of married conflict

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32
Q

Defensiveness

A

Communicating a desire to protect oneself against pain, fear, personal responsibility or new information

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33
Q

Stonewalling

A

An attempt to signal withdrawal from communication while, in fact, still being present in the interaction.

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34
Q

Contempt

A

Involves mockery, put downs, hostile corrections and nonverbal expressions of contempt. Puts one person over the other

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35
Q

Stop Criticizing by

A

Using “I” statements, describe the undesirable behavior, use neutral language, ask for specific behavior change

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36
Q

Stonewallers consist of 85% of

A

Men

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37
Q

Truncation

A

Shortening information by verbal and nonverbal communication

38
Q

5 Conflict Patterns

A

Escalators spirals, avoidance spirals, attack/withdraw pattern, reciprocity of negative emotion, retaliation

39
Q

Escalators spirals

A

Conflict gets out of hand (shift from useful to damaging)

40
Q

Avoidance spirals

A

Attempt to be less dependent or devitalization (expect less and less)

41
Q

Attack/withdraw pattern

A

attacker and withdrawer both facilitate lack of resolution

42
Q

Reciprocity of negative emotion

A

Reinforcing negative turn taking

43
Q

Retaliation

A

“Don’t get mad, get even”

44
Q

2 types of attachment styles

A

Secure vs. Insecure

45
Q

Life stressors are a contributing factor to temporary or permanent stress added to

A

Relationship dynamics

46
Q

Worldview (Goldberg)

A

How you see the world, other people and your role, Affects approach to relationship and creates “shoulds”

  1. View of what’s real and important in the universe
  2. View of how people and objects should relate to each other
  3. View of what part of the universe is more valuable than another
  4. View of how people should act (ethical world view)
47
Q

Destructive conflict

A

Characterized by lack of cooperation in dealing with differences; dismantles relationships without restoring them.

48
Q

8 Negative views of conflict

A
  1. Harmony is normal, Conflict is not
  2. Conflict contributes a breakdown of communication
  3. Communication and disagreements are the same thing
  4. Conflict is a result of personal pathology
  5. Conflict should never be escalated
  6. Conflict interaction should be polite and orderly
  7. Anger is the only emotion in conflict interaction
  8. A correct method for resolving differences can be prescribed
49
Q

4 Positive views of Conflict

A
  1. Conflict is inevitable; therefore, the constructive way approach conflict is as “a fact of life”
  2. Conflict serves the function of “bringing problems to the table”
  3. Conflict often helps people join together and clarify their goals
  4. Conflict can clear out resentments and help people understand each other
50
Q

Avoidant Systems

A

Conflict doesn’t exist or it does, it is ignored.

51
Q

Aggressive Systems

A

Being brutally honest regardless of impact, doesn’t back down, establishes position early.

52
Q

Meta fighting

A

Sometimes we fight over how to fight. (Reframing the event)

53
Q

Dangers of single focus is intent = impact, meaning that

A

The impact of someone’s actions depends on how the behaviors are interpreted by the other people involved.

54
Q

Attributions

A

We make sense out of behavior by looking for causes. Internal and external attributions, self serving bias. Imagine two people in conflict with high self serving bias tendencies.

55
Q

3 Aspects of Checking Perceptions

A

Description, Interpretation and Clarification

56
Q

Description

A

Provide a description of observed behavior

57
Q

Interpretation

A

Provide two possible interpretations of the behavior

58
Q

Clarification

A

Request clarification from the person about the behavior and your interpretations

59
Q

Intent does not equal

A

Impact

60
Q

The impact of someone’s actions depends on how the behaviors are

A

Interpreted by others involved

61
Q

Intent is

A

Separate

62
Q

3 types of impacting filters

A

Events, Trauma and Background

63
Q

Self Reinforcing

A

Without interaction with the other, the only information you have is what is going on in your own mind - your filter doesn’t have a chance to get corrected

64
Q

Metaphors

A
  1. Conflict elicits such strong feelings that metaphors are in everyday speech
  2. Conflict metaphors reflect and create certain kinds of communication
  3. Danger metaphors imply that outcome is predetermined with little possibility
  4. Shows the worldview of the conflict and that which is contained inside it
65
Q

Gender conflict filters

A

Gender club identification, affecting perceptions and interaction, developed biologically & socially, listening vs. lecturing, rapport talk vs. report talk, viewing self in relationship and self as independent.

66
Q

Research by banks validates that humans are hardwired to be in

A

Relationships with others

67
Q

When feeling powerless men tend to state their position and offer logical

A

Reasons to support it

68
Q

Women are more interdependent and their approaches depend on

A

Sex of opponent

69
Q

Women tend to see self-in

A

Relationship, with everyone affecting everyone else

70
Q

Cultural filters

A

Our cultural filters influences our perception of others behaviors and therefore is a key to the attributions we make.

71
Q

2 types of Conflict behavior cultures

A

Individualistic vs. Collectivistic

72
Q

Most conflict participants initially lack goal clarity; they only discover their goals through experiencing

A

Conflicts with others

73
Q

Goals can shift in an

A

Interaction

74
Q

4 Types of Goals (T.R.I.P.)

A

Topic Goals
Relational Goals
Identity Goals
Process Goals

75
Q

Topic Goals

A

Asks: what do we want?
Topic goals can be easily seen and talked about, easiest to identify and AKA substantive
Type 1: people want different things
Type 2: people want the same things

76
Q

Relational Goals

A

Asks: who are we to each other?
Relational goals define how each party wants to be treated by the other., defines “us”, relational Goals seem hard to talk about and we are hesitant

77
Q

Relational Goals are the heart of

A

Conflict interactions, yet hard to identify since each person attaches different meaning to experiences

78
Q

4 aspects of Relational Goals

A
  1. Each statement carries a relational message
  2. We each translate or interpret relational messages different
  3. Relational interest carry more urgency than topic interests
  4. Our relational interests are triggering in reaction to our interpretation of the other’s behavior
79
Q

Identity (Saving Face) Goals

A

Asks: Who am I in this interaction?
As conflicts increase in intensity, the parties shift to face saving as a key goal, face saving and giving is an issue in all cultures (EX: face saving in Asian cultures is crucial)

80
Q

3 Face saving attempts (indexical):

A

Claim unjust intimidation, refuse to step back from a position, suppress conflict issues

81
Q

Promoting Face (instrumental):

A
  1. Help others increase self esteem
  2. Avoid giving directives
  3. Listen carefully to others and their concerns
  4. Ask Questions
82
Q

Process Goals

A

Asks: what communication process will be used?
Process goals vary culturally, different processes encourage or discourage creative solutions, process conflicts often change when individuals feel “heard”

83
Q

Process Goals examples

A

Giving equal talk time, talking informally before deciding, not allowing children to speak, voting

84
Q

Moving Targets

A

Changing goals in an interaction

85
Q

Goals change in interaction in 3 ways:

A
  1. Prospective (before the interaction)
  2. Transactive (during the interaction)
  3. Retrospective (after the interaction)
86
Q

A person frustrated over the content of the conflict will shift from

A

Content to process

87
Q

Sometimes parties sacrifice topic goals to achieve

A

Relationship goals

88
Q

Retrospective goals give us

A

Clarity

89
Q

4 Goal Clarity Advantages:

A
  1. Solutions go unrecognized if you don’t know what you want
  2. Only clear goals can be shared
  3. Clear goals can be altered more easily than vague goals
  4. Clear goals are reached more often than unclear goals
90
Q

Clarifying goals is a key step in

A

Conflict management

91
Q

Estimate the other’s goals by

A

Truly learning about the other’s goals, faulty confidence risks accuracy, interactants “assume they know”

92
Q

What can you do to check your assumptions?

A

Create a collaborative checklist where short, medium and long ranged issues are addressed and goals are behaviorally specific

COMM 411 (2 decks)

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