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COMM 411 > EXAM 2 > Flashcards

EXAM 2 Flashcards

1
Q

3 Orientations of Power

A

Designated, Either/Or, Both/And

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2
Q

Designated

A

Power by position

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3
Q

Either/Or (Distributive)

A

Dominance, win/lose, effective vs. distressed system (mostly men)

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4
Q

Both/And Denying Power

A

Integrative, win/lose (mostly Women)

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5
Q

Relational Theory of Power

A

Property of social relation, than individual

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6
Q

Interpersonal Power

A

Ability to influence a relational partner in any context because you control, or at least the partner perceives you Control

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7
Q

4 Power Currencies (R.I.C.E)

A

Resource Control
Interpersonal Linkages
Communication Skills
Expertise

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8
Q

Resource Control

A

It’s what you have

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9
Q

Interpersonal Linkages

A

It’s who you know

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10
Q

Communication Skills

A

It’s how you interact

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11
Q

Expertise

A

It’s what you can do

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12
Q

Passive-Aggressive Behavior

A

Unexpressed anger/refuse to cooperate with people depending on you

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13
Q

Power Imbalances

A

High/low, nobody wins

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14
Q

Constructive Power Balancing

A

Too little power vs. too much power

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15
Q

7 Techniques for Balancing Power

A

Dialogue, Restraint, Interdependence, Calm Persistence, Active Engagement, Empowerment, Metacommunication

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16
Q

Dialogue

A

Speak positive, listen, reflect, clarify, question and summarize

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17
Q

Restraint

A

High power parties can limit their power by refusing to use all the currencies they have at their disposal

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18
Q

Interdependence

A

Low power individuals highlight parties dependencies as a way to balance power…. both can increase sources of power

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19
Q

Calm persistence

A

Strategy for increasing one’s power

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20
Q

Active Engagement

A

Speak up, clear belief, values and priorities. Uses emotion, con action and states differences

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21
Q

Empowerment

A

Third parties are invested with power to intervene on behalf of less powerful people

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22
Q

Metacommunication

A

Explicitly discusses how we communicate

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23
Q

Conflict Styles

A

Patterned response & clusters of behavior people use in conflict

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24
Q

Co-dependence

A

What someone’s does, thinks and feels is dependent upon what someone else does, thinks and feels

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25
Q

Collectivist culture

A

Community works together

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26
Q

Individualistic Culture

A

Works individually apart from others

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27
Q

Rahim 5 Conflict Styles

A

Accommodating (obliging), Integrating, Compromising, Avoiding, Dominating

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28
Q

People who are integrative, compromising and dominating flow from

A

Engaging with others

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29
Q

People who accommodate (oblige) or avoid reflect the tendency to

A

Avoid conflict

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30
Q

People who avoid conflict think

A

Conflict is bad, get nervous in conflict, avoid conflict long, handle it bad

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31
Q

Avoidance

A

Characterized by denial of conflict, changing and avoiding conflict topics, uncommitted and joking rather than dealing with conflict

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32
Q

Purpose for Avoidance differs across

A

Cultures

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33
Q

In Collectivistic Cultures, when you avoid conflict others will talk about how to

A

Heal wounds, make amends and solve conflicts

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34
Q

In individualistic cultures, avoidance is either

A

Cheered on as not taking shit from others or escalators suggestions are communicated instead

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35
Q

Avoid/Criticize Loop

A

Avoiding the topic while criticizing another person directly or indirectly

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36
Q

Types of Avoidance Messages

A

Not speaking, refusing to speak, changing the subject, leaves scene, jokes, laughs/smiles to change the mood or asks questions

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37
Q

Postponement

A

Emotional content of the conflict is recognized while o5er issues are deferred to at a later time

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38
Q

Dominating

A

Characterized by aggressive and uncooperative behavior while pursuing your own concerns

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39
Q

Threats

A

The most commonly used dominating tactic because we believe they are effective

40
Q

Warning

A

If the source does not control the outcome. EX: if you don’t eat well, you will not be healthy”

41
Q

Promise

A

If the source does control the outcome and recipient sees the outcome as positive

42
Q

Recommendation

A

If the source does not control the outcome and it is perceived of as positive

43
Q

Types of Dominating Messages

A

Verbal aggressiveness, abusive talk, harassment, coercive control and bullying

44
Q

Verbal Aggressiveness

A

Attacks the self concept of a person

45
Q

Abusive Talk

A

Attacks a person’s background, abilities, physical appearances and etc.

46
Q

Harassment

A

Consistent verbal attacks on a person

47
Q

Coercive Control

A

A form of initiate partner violence and domination

48
Q

Bullying

A

Begins with verbal aggressiveness then progresses to physical violence

49
Q

Compromise

A

An intermediate style resulting in some gains and some losses for both parties

50
Q

Types of Compromising Messages

A

Fairness, split the difference, change roles, meet in the middle, temporary solution

51
Q

Accommodation (Obliging)

A

Being willing to accommodate for the other person’s needs

52
Q

Types of Obliging Messages

A

“It doesn’t matter to me”
“Whatever you say”
“I’m cool with whatever”

53
Q

Integrating

A

Demands the most constructive, engaged engagement of any conflict Styles. Shows high levels of concern for one’s own goal, the other’s goal and the solution and enhancement of the relationship

54
Q

Types of Integrating Messages

A

“I want what’s best for both of us”, focuses on what is instead of what should be, describes your own experience instead of attributing things to another person

55
Q

Self Serving Bias

A

People most often view themselves as trying to solve the conflict and see others as using aggressive styles

56
Q

Contextual Features

A

Relational features

57
Q

Violence

A

When conflict moves beyond threats, verbal abuse and verbal aggressiveness

58
Q

2 types of Pattern Conflicts

A

Symmetrical and Complementary

59
Q

Symmetrical

A

Tactics mirror one another

60
Q

Complementary

A

Tactics/styles differ from one another but mutually reinforcing

61
Q

Stuck/Frozen Pattern

A

Each time when in conflict, a person repeats the same choices.

62
Q

Emotions in Conflict

A

Modes of functioning, shaped by natural selection, that coordinate physiological, cognitive, motivational, behavioral and subjective responses in patterns that increase ability to meet the adaptive challenges of situations

63
Q

Feelings

A

When one truly believes something to be true

64
Q

Model of Emotions

A

Separated into 4 categories: activation, deactivation, pleasant and unpleasant

65
Q

Functions of Emotions

A
  • Conflict depends on emotional arousal
  • Emotional events trigger patterned responses
  • Intensity of emotions varies through the conflict process
  • Individual personalities are built upon blocks of emotion/behavior
  • Emotions are good or bad
  • We become emotional because something is at stake
  • maturity mediates strong emotion
  • relationships are defined by the kind of emotion expressed
66
Q

Organizing Positive Emotions (5 Types)

A

Appreciation, Autonomy, Affiliation, Status and Role

67
Q

Appreciation

A

Recognition of value

68
Q

Autonomy

A

Freedom to think, feel, decide and take action.

69
Q

Affiliation

A

Emotional connection with others

70
Q

Status

A

Standing compared to others

71
Q

Role

A

Effectiveness and meaningfulness of job label, designation of a person and recognition.

72
Q

Anger

A

A strong feeling of displeasure, defined as a reaction to a perceived threat to person, that range from irritation to rage

73
Q

Fear and Anxiety

A

Fear leads people to avoid, fear disables the physical and emotional systems as we freeze, anxiety is worry or afraid.

74
Q

Fear makes many humans experience

A

Vulnerability

75
Q

Anger-Fear Sequence

A

When one focuses on the “target” of anger, the person or situation that may threaten something valuable.

76
Q

Hurt

A

An intense emotion that comes from feeling psychologically injured by another person

77
Q

Sadness and Depression

A

Sadness is not always a negative emotion, sadness can in fact strengthen social bonds. But it can slow down a person, gives a person time to reflect and is adaptable because when feeling sad you are motivated to make change happen.

78
Q

Disgust, contempt and Revulsion

A

Emotions that move to expel something repulsive.

79
Q

Disgust is an emotion that you

A

Feel, reflect upon and don’t communicate until you have processed the raw emotion

80
Q

Expressed contempt is like pointing a loaded gun at someone,

A

Pulling the trigger and then being surprised when the relationship is killed.

81
Q

Shame and guilt play an important role in

A

Regulating conflict

82
Q

Shame increases

A

Social cohesion, as long as one does not stay stuck in personal shame.

83
Q

Regret can push one to

A

Action rather than leave them mired in sorrow or helplessness

84
Q

Positive emotions broaden an

A

Individuals mindset, allowing one to broaden and build

85
Q

When people feel positive emotions (joy, hope, sympathy and empathy) they are more likely to

A

Think creatively

86
Q

Happiness, Serenity and Contentment all contribute greatly to

A

Resolving conflicts

87
Q

Positive emotions lead to

A

Sympathy and empathy

88
Q

Zone of Effectiveness

A

Conflicts that are worked out in the mid-range of the level of emotional intensity resolve more effectively than those that are left unexpressed or handled with unrestrained emotion

89
Q

Awareness

A

By far the most essential, powerful resource we have to effect change in working with life’s challenges

90
Q

Compassion

A

Makes us strong and expanded as conflict managers, since when we are compassionate we make space for our own feelings and the feelings of others

91
Q

Courage

A

Derived from the Latin root “cor”, Meaning the “seat of feeling, thought”. It involves the courage to bring painful truths into a relationship and the bravery to go into conflict.

92
Q

4 Steps of Responsible Expression of Anger

A
  1. Verbally state the anger
  2. distinguish between venting and acknowledging anger
  3. Agree that you will never attack each other in a state of anger
  4. Work to find the stimulus for the anger.
93
Q

Active Listening

A

As you listen to someone expressing negative emotion, you will experience the natural tendency to experience your own fear and respond defensively. but you don’t have to agree with feelings to listen respectfully

94
Q

XYZ Formula for Clarity

A
  • When you do X
  • In Situation Y
  • I feel Z
95
Q

Self Protection from Verbal Abuse

A

When another person’s anger, rage or contempt burns out of control, you have the responsibility to protect yourself

96
Q

Fractionalization

A

Reduces the intensity of emotion in conflicts by focusing attention on the sizing of disputes

97
Q

Positive Language

A

Positive emotions and words help people broaden their thinking, reflect and build on integrative ideas

COMM 411 (2 decks)

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