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Psychology > Managing Conflicts > Flashcards

Managing Conflicts Flashcards

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1
Q

Conflict Defined

A

Conflict is defined as an expressed struggle between two interdependent parties who perceive incompatible goals, scarce rewards, and interference from the other party in achieving their goals.

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2
Q

The Nature of Conflict

A
  • Expressed Struggle
  • Perceived Incompatible Goals
  • Perceived Scarce Rewards
  • Interdependence
  • Inevitability
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3
Q

No matter how close you are to somebody, there will be times when your ideas or actions or needs won’t match those of others around you.

A

Conflict is Natural

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4
Q

Effective communication during conflict can keep good relationships strong. People who work through their conflicts using constructive skills are more satisfied with their relationships and with the outcomes of their conflicts.

A

Conflict Can be Beneficial

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5
Q

Outcomes fall short of what is possible and have a damaging effect on the relationship

A

Dysfunctional conflict

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6
Q

Achieve the best possible outcome, and strengthen the relationship

A

Functional conflict

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7
Q

Polarization

A

Polarized partners underestimate commonalities shared, miss areas of agreement and goodwill

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8
Q

Integration

A

Integrated partners recognize the legitimacy of the other person’s concerns

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9
Q

Seeing one another as opponents prevents partners from finding solutions that can satisfy both

A

Opposition

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10
Q

seeks an answer that will leave everyone happy

A

Co-operation

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11
Q

Confirmation versus Disconfirmation

A

Using supportive instead of defensive behaviour

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12
Q

Agreement versus Coercion

A

Relying on power as the main means of getting what you want

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13
Q

Focusing versus Drifting

A

Bringing in issues that have little or nothing to do with the original problem instead of focusing on the problem at hand

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14
Q

Jumping into a conflict without thinking about constructive approaches, thinking about winning the fight but not the consequences of doing so, overlooking a solution that would satisfy both partners’ goals

A

Foresight versus Short-Sightedness

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15
Q

Consequences of dysfunctional conflict:

A
  • No-one is likely to get what they want

- Can threaten the future of a relationship

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16
Q

the inability or unwillingness to express thoughts or feelings in a conflict

A

Nonassertion

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17
Q

physical or conversational, steering clear of conflict

A

Avoidance

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18
Q

giving in; putting other’s needs ahead of your own

A

Accommodation

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19
Q

expressing a criticism or demand that threatens the face of the person at whom it is directed.

A

Direct Aggression

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20
Q

occurs when a communicator expresses hostility in an obscure way

A

Passive Aggression

21
Q

a roundabout way of expressing wants or needs in order to save face for the recipient.

A

Indirect Communication

22
Q

types of passive aggressive behaviour

A 
The Avoider
The pseudoaccommodator
The guiltmaker
The trapper
The crisis tickler
23
Q

when conflict arises, they leave, fall asleep or pretend to be busy

A

The Avoider

24
Q

pretend to give in, and then act the same way

A

The pseudoaccommodator

25
Q

“It’s ok, don’t worry about me,…sigh”

The mind reader-go into character analysis, giving no chance for speaker to express themselves

A

The guiltmaker

26
Q

sets their partner up for attack eg. “Let’s be totally honest” and then attack the self-disclosure

A

The trapper

27
Q

dropping rather obvious hints but never really dealing with the crisis eg. “gee how much did that cost?”

A

The crisis tickler

28
Q

a clear and direct expression of the sender’s needs, thoughts, or feelings, without judging or dictating to others.

A

Assertion

29
Q

Personal Conflict Styles- Which Style is Best? 4 factors to consider :

A

1) The Relationship
2) The Situation
3) The Receiver
4) Your Goals

30
Q

an account that refers only to observable phenomena; behavioural description should be objective, describing an event without interpreting it

A

Behavioural Description

31
Q

the process of attaching meaning to behaviour; there can be more than one interpretation attached to a behaviour

A

Interpretation

32
Q

Feeling

A

an expression of the emotion you are experiencing as a result of the other person’s behaviour

33
Q

explains what happens as a result of the behaviour you have described, your interpretation, the ensuing feeling, or all three.

A

A consequence statement

34
Q

Three types of consequences:

A
  • what happens to you, the speaker
  • what happens to the person you’re addressing
  • what happens to others
35
Q

Intention Statements can communicate three kinds of messages:

A

1) a description of where you stand on an issue
2) requests of others
3) descriptions of how you plan to act in the future.

36
Q

The Clear Message Format

A

behaviour-interpretation-feeling-consequences-intention format :
1) The elements may be delivered in mixed order.
2) Word the message to suit your personal style.
3) When appropriate combine two elements in a
single phrase.
4) Take your time delivering the message.

37
Q

a pattern of managing disagreements that develops in a long-term relationship.

A

Relational Conflict Style

38
Q

partners use different but mutually reinforcing behaviours

A

Complementary Conflict Style

39
Q

both parties use the same behaviours

A

Symmetrical Conflict Style

40
Q

shifts between complementary and symmetrical patterns from one issue to another

A

Parallel Conflict Style

41
Q

Intimate and Aggressive Styles

A
  1. Nonintimate-Aggressive
  2. Nonintimate-Nonaggressive
  3. Intimate-Aggressive
  4. Intimate-Nonaggressive
42
Q

unacknowledged but very real patterns of interlocking behaviour

A

Conflict Ritual

43
Q

Variables in Conflict Styles

A
  1. Gender- Men and women approach conflict differently.

2. Culture- The way in which people manage conflict varies tremendously depending on their cultural background.

44
Q

one party gets what he or she wants and the other party comes up short

A

Win-lose Problem Solving

45
Q

neither side is satisfied with the outcome

A

Lose-lose Problem Solving

46
Q

gives both parties at least some of what they wanted, though both sacrifice part of their goals.

A

Compromise

47
Q

an approach to conflict resolution in which the parties work together to satisfy all of their needs and goals.

A

Win-win problem solving

48
Q

Win-Win Communication Skills:

A

1) Identify Your Problem and Unmet Needs
2) Make a Date
3) Describe Your Problem and Needs
4) Consider Your Partner’s Point of View
5) Negotiate a Solution
6) Follow Up the Solution

Psychology (5 decks)

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