Mod 5-8 Flashcards by McKenzie Johnson

The “objective,” verifiable issues that people talk about

Topic goals
(TRIP)

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Those pertaining to the parties’ influence on each other. Who gets to decide, how they treat one another, and other aspects of their communication are…

Relationship Goals
(TRIP)

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Have to do with the needs of people to present themselves positively in interactions and to be treated with approval and respect

Identity Goals/ Face saving

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Most conflict parties center their discussions on ________ and ________ goals, the ________ and ________ components fuel the feeling in a given conflict.

content
process
relationship
identity

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Refer to parties’ interests in how the interaction is conducted

Process Goals
(TRIP)

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_______________are those identified before interacting with the other parties

Prospective goals

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__________emerge during the communication exchanges and often shift

Transactive goals

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________________are identified after the conflict episodes have occurred

Retrospective goals

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People in conflict pursue four general types of goals:

topic or content,
relational,
identity (facework),
process (TRIP)

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Collaborative Goals :

1- Clarify Your Goals
2- Estimate other’s goals

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Good goals:

short-term
behavioral specific
orient toward present and future
recognize interdependence
ongoing process

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Power:

1-ability to produce intended effects,
2- and in particular, the ability to influence the behavior of another person,
3- and to resist the influence attempts of others.

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claim you didn’t do it
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Simple denial

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Switch it to someone else
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Shift the blame

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It was a response to what someone else did
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Provocation

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Didn’t know or didn’t have enough information
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Defeasibility

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Circumstances beyond my control
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Accident

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Meant well
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Good Intention

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Tell all the other good we’ve done
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bolstering

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It wasn’t that bad..
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Minimizing

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in this context, circumstances are different
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Differentiation or Transcendence

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Turn on the person damaging you, go after their credibility
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Attack the Accuser

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Payment to forget or move past
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Compensation

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Try to restore to the original state
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Corrective Action

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Admit guilt, apologize, ask forgiveness (image restoration)

mortification

Power level is dependent on..

How much the other party needs/values the currencies we bring to the situation

Type of power that is easily seen, comes from position, conferred:

Designated

Type of power over or against other party, force or push, scarcity

Distributive Either/Or

Type of power that is shared, each party can achieve something

Integrative Both/And

The more we struggle, the less power we have

power paradox

Use the "right tool" (conflict style) for the situation.

Rhetorical Sensitivity

too much stress or emotions running too high can cause us to revert to our "autopilot" conflict style

Principle of Error

unsaid/unwritten guidelines to follow.

System/Interaction Rules:

a sub-group.

Coalition

Re-occurring dispute pattern.

Microevents:

2 of the 3 individuals communicate more closely (can become toxic if communication is isolated/harmful)

Conflict Triangle:

Macro-level method for examining the conflict as a system. (3)

Wholeness, Organization, Patterning

Look at the entire system: System of interconnected networks. Chain reactions. members tend to label/roles

Wholeness

its pieces or parts, coalitions, conflict triangles

Organization

predictable, interaction rules, microevents happening over and over again

Patterning

are patterned responses, or clusters of behavior, that people use in conflict.

Conflict Styles

develop over a person’s lifetime based on a complicated blend of personal characteristics, life experiences, and family background.

Style preferences

Rahim’s classifications/ dual concern model:

-Avoidance: -Obliging/accommodating: -Dominating/competing: -Integrating/collaboration: -Compromising:

low concern for self and others

-Avoidance

low concern for self and high for others

-Obliging/Accomidating

high concern for self and low for others

Dominating/competing

: is a high concern for self and others

Integrating/collaboration

is a middle ground

Compromising

style is characterized by denial of the conflict, changing topics, being noncommittal, and joking rather than dealing with the conflict at hand.

Avoidance style

style is aggressive and uncooperative. It is pursuing your concerns at the expense of others.

Dominating, competitive, or power-over style

characterizes extreme domination, resting on highly unequal power. It is a form of IPV, and the invisible chains control every aspect of their lives.

Coercive control

are “brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative slights and insults toward members of oppressed groups”

micro-aggressions

intermediate style resulting in some gains and some losses for each party. It is moderately assertive and cooperative.

Compromise Style

Style is a willingness to do a service or kindness to be helpful, setting aside their concerns in order to please others.

Obliging (accommodation)

Style that is the most constructive, engaged form of conflict style. It requires a high level of concern for your own goals and the goals of others, the success of solutions, and the betterment of the relationship.

Intergrating/ Collaborating Style

occurs when conflict interactions move beyond threats, verbal abuse, and verbal aggressiveness. It is an act carried out with the intention or perceived intention of causing physical pain or injury to another person.

Violence

The person who gets left out of the triangle

Isolate

Key to success

How much the other party values the power currency

Rice Power Currencies:

Resource control interpersonal Linkages Communication Skills Expertise

Ability to control resources, the result of obtaining a position

resource RICE power

Ability to network or bridge what you have to other people and things

Interpersonal Linkages RICE Power

Charisma, persuasive speech, form bonds through love, sex, caring, understanding, and empathetic listening

communication Skills RICE power

Special skills or knowledge in a particular area

Expertise

Drivers of disputes

Relational and identity goals

What are the three types of power Clusters

Designated Destributed (either /or) Integrative (both/and)

Balancing power

Dialogue Restraint Focus on interdependence Calm persistence Active engagement Empower low (from high) Meta communication

Power comes from social relationships, not individual

Relational theory of power

Power comes through relationships, not an individual