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Comms 101 > Final > Flashcards

Final Flashcards

1
Q

interpersonal communication

A

the exchange of verbal and nonverbal messages between two people who have a relationship and are influenced by the partner’s messages

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2
Q

impersonal communication

A

messages that are role-based, with little relational development or expressed emotion

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3
Q

hyperpersonal communication

A

a phenomenon surrounding online communication in which a lack of proximity, visual contact, or nonverbal cues results in enhanced intimacy

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4
Q

relational network

A

a web of relationships that connects individuals to one another

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5
Q

family

A

a small social group bound by ties of blood, civil contract, and a commitment to care for and be responsible for one another, usually in a shared household

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6
Q

social relationships

A

relationships that are functional within a specific context but are less intimate than friendships

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7
Q

love

A

a deep affection for and attachment to another person involving emotional ties, with varying degrees of passion, commitment, and intimacy

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8
Q

intimacy

A

closeness and understanding of a relational partner

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9
Q

social information processing theory

A

the theory that communicators use unique language and stylistic cues in their online messages to develop relationships that are as close as those that grow from face-to-face contact; because using text takes time, the process may take longer to become intimate

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10
Q

proximity

A

a state of physical nearness

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11
Q

inclusion

A

to involve others in our lives and to be involved in the lives of others

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12
Q

social exchange theory

A

theory that explains the process of balancing the advantages and disadvantages of a relationship

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13
Q

rewards

A

beneficial elements of a relationship

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14
Q

costs

A

negative elements of a relationship

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15
Q

uncertainty reduction theory

A

theory that when two people meet, their main focus is on decreasing the uncertainty about each other

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16
Q

passive strategies

A

observing others in communication situations without actually interacting with them

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17
Q

active strategies

A

in relationship management, strategies that allow one to obtain information about a person more directly, by seeking information from a third party

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18
Q

interactive strategies

A

strategies that allow one to obtain information by speaking directly with a person rather than observing or asking others for information

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19
Q

relational dialectics theory

A

theory that dialectical tensions are contradictory feelings that tug at us in every relationship

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20
Q

dialectical tensions

A

tensions that arise when opposing or conflicting goals exist in a relationship; can be external or internal

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21
Q

social penetration theory

A

the theory that partners move from superficial levels to greater intimacy through self-disclosure

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22
Q

communication privacy management theory

A

explanation of how people perceive the information they hold about themselves and whether they will disclose or protect it

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23
Q

boundary turbulence

A

readjusting the need for privacy against the need for self-disclosure and connection when there is a threat to one’s privacy boundaries

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24
Q

strategic topic avoidance

A

when one or both relational partners maneuver the conversation away from undesirable topics because of the potential for embarrassment, vulnerability, or relational decline

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25
Q

turning points

A

positive or negative events or changes that stand out in people’s minds as important to defining their relationships

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26
Q

initiating stage

A

the stage of a relationship in which one makes contact with another person

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27
Q

exploratory stage

A

stage of a relationship in which one seeks relatively superficial information from one’s partner

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28
Q

intensification stage

A

stage of a relationship in which relational partners become increasingly intimate and move their communication toward more person self-disclosures

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29
Q

stable stage

A

stage of a relationship in which it is no longer volatile or temporary; both partners have a great deal of knowledge about one another, their expectations are accurate and realistic, and they feel comfortable with their motives for being in the relationship

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30
Q

integrating

A

the process of relation partners becoming one

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31
Q

bonding

A

the process of relational partners sharing formal symbolic messages with the world that their relationship is important and cherished

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32
Q

declining stage

A

stage at which a relationship begins to come apart

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33
Q

repair tactics

A

ways to save or repair a relationship

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34
Q

termination stage

A

the end of a relationship; may come about by a gradual decline in the relationship or by sudden death

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35
Q

reconciliation

A

a repair strategy for rekindling a terminated relationship

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36
Q

conflict

A

negative interaction between two or more interdependent people, rooted in some actual or perceived disagreement

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37
Q

conflict management

A

the way we engage in conflict and addresss disagreements with relational partners

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38
Q

unproductive conflict

A

conflict that is managed poorly and has a negative impact on the individuals and relationships involved

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39
Q

productive conflict

A

conflict that is managed effectively

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40
Q

provocation

A

intentional instigation of conflict

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41
Q

taking conflict personally

A

feeling so threatened by conflict that most disagreements are taken as personal insults or assaults

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42
Q

communication climate

A

the dominant temper, attitudes, and outlook of relational partners

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43
Q

defensive climate

A

a communication climate in which the people involved feel threatened or controlled

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44
Q

supportive climate

A

a communication climate that offers communicators a chance to practice empathy and honestly explore the issues involved in the conflict situation

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45
Q

cyberbullying

A

multiple abusive attacks on individual targets conducted through electronic channels

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46
Q

trolling

A

posting of provocative or offensive messages to whole forums or discussion boards to elicit some type of general reaction

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47
Q

escapist strategies

A

strategies that people use to try to prevent or avoid direct conflict

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48
Q

avoiding

A

an escapist tactic used to stay away from direct conflict

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49
Q

competitive strategies

A

conflict styles that promote the interest of individuals who see conflict as a win-lose battle

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50
Q

obliging

A

an escapist tactic used to stay away from direct conflict

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51
Q

direct fighting

A

conflict style in which people use assertiveness to argue openly to get their way, which can sometimes lead to verbal aggressiveness

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52
Q

verbal aggressiveness

A

attacks on individuals, rather than on issues

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53
Q

indirect fighting

A

conflict style that involves using passive-aggressive tactics to express conflict without engaging in it openly

54
Q

cooperative strategies

A

strategies that benefit a relationship, serve mutual rather than individual goals, and strive to produce solutions that benefit both parties

55
Q

compromising

A

a way to resolve conflict in which both parties must give up something to gain something

56
Q

collaborating

A

conflict style that involves finding a win-win solution that satisfies all parties

57
Q

apologize

A

to openly take responsibility for your own misbehavior in a miscommunication

58
Q

forgive

A

conflict reconciliation strategy in which people emotionally move past the conflict and let go of the bitterness and resentment

59
Q

group

A

collection of more than two people who share some kind of relationship, communicate in an interdependent fashion, and collaborate toward some shared purpose

60
Q

primary group

A

long-lasting group that forms around the relationships that mean the most to its members

61
Q

support group

A

set of individuals who come togethers to address personal problems while benefiting from the support of others with similar issues

62
Q

social group

A

group in which membership offers opportunities to form relationships with others

63
Q

problem-solving group

A

group with a specific mission

64
Q

study group

A

group that is formed for the specific purpose of helping students prepare for exams

65
Q

team

A

group that works together to carry out a project or specific endeavor or to compete against other teams

66
Q

self-directed work team

A

group of skilled workers who take responsibility for producing high-quality finished work

67
Q

forming

A

the stage of group development in which group members try to negotiate who will be in charge and what the group’s goals will be

68
Q

storming

A

the stage of group development in which members inevitably begin experiencing conflicts over issues such as who will lead the group and what roles members will play

69
Q

norming

A

the stage of group development in which members establish agreed-upon norms that govern expected behavior

70
Q

norms

A

recurring pattens of behavior or thinking that come to be accepted in a group as the usual way of doing things

71
Q

performing

A

stage of group development in which members combine their skills and knowledge to work towards the group’s goals and overcome hurdles

72
Q

adjourning

A

stage of group development in which members reflect on their accomplishments and failures as well as determine whether the group will disassemble or take on another project

73
Q

termination ritual

A

final get-together to celebrate a group’s achievements

74
Q

punctuated equilibrium

A

stage of group development in which groups experience a period of inertia or inactivity until they become aware of time, pressure, and looming deadlines, which then compel group members to take action

75
Q

moderators

A

individuals present on online discussion boards to uphold the rules of the site and give members a sense of organization

76
Q

clique (coalition)

A

small subgroup of individuals who have bonded together within a group

77
Q

counter coalitions

A

subgroups that are positioned against other subgroups

78
Q

social ostracism

A

exclusion of a particular group member

79
Q

social loafing

A

failure to invest the same level of effort in the group that people would put in if they were working alone or with one other person

80
Q

network

A

a pattern of interaction that governs who speaks with whom in a group and about what

81
Q

chain network

A

a network in which information is passed from one member to the next rather than shared among members

82
Q

all-channel network

A

network in which all members are an equal distance from one another and all members interact with each other

83
Q

wheel network

A

network in which all group members share their information witho ne central individual, who then shares the information with the rest of the group

84
Q

task roles

A

roles that are concerned with the accomplishment of the group’s goals

85
Q

social rules

A

group roles that evolve to reflect individual members personality traits and interests

86
Q

antigroup roles

A

roles that create problems because they serve individual members’ priorities at the expense of overall group needs

87
Q

role conflict

A

situation that arises in a group whenever expectations for members’ behavior are incompatible

88
Q

cohesion

A

degree to which group members have bonded, like each other, and consider themselves to be one entity

89
Q

communication apprehension

A

fear or anxiety associated with communication, which is often a common barrier to effective delivery

90
Q

assertiveness

A

the use of communication messages that demonstrate confidence, dominance, and forcefulness to achieve personal goals

91
Q

argumentativeness

A

a particular form of assertiveness, in which a person tends to express positions on controversial issues and verbally attack the positions that other people take

92
Q

leadership

A

ability to direct or influence others’ behaviors and thoughts toward a productive end

93
Q

legitimate power

A

power that comes from an individual’s role or title

94
Q

coercive power

A

power that stems from a person’s ability to threaten or harm others

95
Q

reward power

A

power that derives from an individual’s capacity to provide rewards

96
Q

expert power

A

power that comes from the information or knowledge that a leader possesses

97
Q

referent power

A

power that stems from the admiration, respect, or affection that followers have for a leader

98
Q

directive leader

A

leader who controls the group’s communication by conveying specific instructions to members

99
Q

supportive leader

A

leader who attends to group members’ emotional needs

100
Q

participative leader

A

leader who views group members as equals, welcomes their opinions, summarizes points that have been raised, and identifies problems that needs discussion rather than dictating solutions

101
Q

laissez-faire leader

A

leader who trusts others to handle their own responsibilities, does not take part in the group’s discussions or work efforts, and provides feedback only when asked

102
Q

achievement-oriented leader

A

leader who sets challenging goals and communicates high expectations and standards to members

103
Q

visionary leaders

A

leaders who are ale to picture a new or different reality from what currently exists and consider the bigger, long-range picture of the future of the group or organization

104
Q

charismatic leaders

A

vibrant, likable communicators who generate a positive image among their followers

105
Q

transformative leaders

A

leaders who spark change not only by having a new vision but also bt conveying that vision clearly to others and energizing the group toward meeting the goals set forth in the vision

106
Q

bullying

A

behaviors such as harsh criticism, name calling, gossip, slander, personal attacks, or threats to safety or job security, used to try to acquire and keep control over an entire group or individual members within a group

107
Q

groupthink

A

a situation in which group members strive to maintain cohesiveness and minimize conflict by refusing to critically examine ideas, analyze proposals, or test solutions

108
Q

brainstorming

A

a process that entails focusing on a general area of interest, amassing information, thinking creatively, and considering problems and solution related to the topic

109
Q

agenda

A

a plan for meeting that details the subject and goal, logistics, and a schedule

110
Q

nonbinding straw poll

A

an informal vote on a decision that can help a group move forward when time is an issue

111
Q

grouphate

A

the extent to which a person detests working in groups

112
Q

organization

A

group with a formal governance and structure

113
Q

organizational communication

A

the interaction necessary to direct a group toward multiple sets of goals

114
Q

classical management approach

A

an approach to organizational communication that likens organizations to machines, with a focus on maximizing efficiency

115
Q

division of labor

A

an aspect of the classical management approach that assumes each part of an organization must carry out a specialized task for the organization to run smoothly

116
Q

hierarchy

A

layers of power and authority in an organization

117
Q

human relations approach

A

management approach that considers the human needs of organizational members

118
Q

human resources approach

A

an approach to management that considers organizational productivity from workers’ perspectives and considers them assets who can contribute their useful ideas to improve the organization

119
Q

systems approach

A

an approach to management that views an organization as a unique whole consisting of important members who have interdependent relationships in their particular environment

120
Q

openness

A

an organization’s awreness of its own imbalances and problems

121
Q

adaptability

A

an organization’s ability to adjust to changing times and circumstances

122
Q

organizational culture

A

an organization’s unique set of beliefs, values, norms, and ways of doing things

123
Q

organizational storytelling

A

the communication of the company’s values through stories and accounts, both externally and internally

124
Q

organizational hero

A

an individual who achieves great things for an organization through persistence and commitment, often in the face of great risk

125
Q

organizational assimilation

A

process by which newcomers learn the nuances of the organization and determine if they fit in

126
Q

mentor

A

seasoned, respected member of an organization who serves as a role model for a less experienced individual

127
Q

peer relationships

A

friendships that form between colleagues at an organization as a result of peer communication

128
Q

peer communication

A

communication between individuals at the same level of authority in an organization

129
Q

surveillance

A

monitoring t of employees to see how they are using technology at work, particularly the internet and social media

130
Q

globalization

A

thr growing interdependence and connectivity of societies and economics around the world

131
Q

global social enterprises

A

organizations which attempt to help underdeveloped economies reach greater potential through improved innovation, entrepreneurship, and regional stability as well as by developing legal structures, stabilizing financial systems, and raising money

132
Q

work life balance

A

achieving success in one’s personal and professional life

Comms 101 (2 decks)

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