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Emma IPS > Week 8 > Flashcards

Week 8 Flashcards

1
Q

What is power?

A

The perception that a person has the capacity to impact on the beliefs, attitudes or behaviour of another person

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2
Q

Principles of power - Power is part of all interpersonal messages

A

Listening vs speaking

Aggressive - assertive - passive

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3
Q

Principles of power - Power varies from person to person

A

Perception vs actual

Power is rarely static

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4
Q

Principles of power - Power can be used unfairly

A

Use vs abuse

Failure to assert may be due to lack of perceived power

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5
Q

Principles of power - Power follows principles of least interest

A

Greater interest = least power

Least interest = greater power

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6
Q

Principles of power - Power has a cultural dimension

A

High vs low power distance

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7
Q

What is power distance?

A

The perception by those with less power of the magnitude of distance or gap between those who have power and those who do not - power distributed unequally

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8
Q

What are the 6 main types of power?

A
  • Reward power
  • Legitimate power
  • Information power
  • Expert power
  • Referent power
  • Coercive power
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9
Q

What is reward power?

A

A has the ability to punish B
Perception of being able to be rewarded or not
Example: parent child relationship; manager rewards hard work

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10
Q

What is legitimate power?

A

B believes that A has a right to influence or control B’s behaviour
Person holds a title or position that gives them formal power - eg. police, managers

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11
Q

What is information power?

A

A has information that is useful to B

The holder of the information that is of use, or has an impact - eg. who is being made redundant

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12
Q

What is expert power?

A

B regards A as having special knowledge

Used to instruct or dictate process; good to be aware of, eg. using our profession to influence an outcome

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13
Q

What is referent power?

A

B wants to be like A

Used for persuasion; charismatic leader eh. personality of superior, when a younger sibling looks up to an older one

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14
Q

What is coercive power?

A

A has the ability to punish B

Opposite to reward power - reprimanding, criticizing or demoting a subordinate, threat of all these

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15
Q

What are the two types of power distance?

A

Low and high

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16
Q

What is low power distance?

A

Low power distance cultures that practice low power distance are more consultation or democracy

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17
Q

What is high power distance?

A

High power distant cultures are structured and hierarchical approach to communication with those in power

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18
Q

Balancing power in communication - what are the three communication skills to prevent another person from dominating?

A
  • Coalitions
  • Defiance
  • Resistance
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19
Q

Balancing power in communication - What does coalition do?

A

Temporary alliances increase relative power

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20
Q

Balance power in communication - What is defiance?

A

Unambiguous, overt, purposeful noncompliance

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21
Q

Balancing power in communication - what is resistance?

A

Covert ambiguous noncompliance

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22
Q

What is conflict?

A

When the ideas, beliefs or goals of one person are at odds with the ideas, beliefs or goals of another person

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23
Q

What is interpersonal conflict?

A

Interpersonal conflict is a disagreement between connected individuals who each want something that is incompatible with that of what the other wants

24
Q

I interpersonal conflict good or bad?

A

Interpersonal conflict is neither good nor bad, but depending on how the disagreements are resolved, the conflict can strengthen or weaken a relationship

25
Q

What are the types of interpersonal conflicts (Metaconflict)?

A
  • Pseudo-conflict
  • Fact conflict
  • Value conflict
  • Policy conflict
  • Ego conflict
26
Q

What us pseudo conflict?

A

Apparent, not real, a conflict waiting to happen, its apparent, but not real; prelude to a conflict

27
Q

What is fact conflict?

A

Concerns message accuracy; simple conflict; conflict over message accuracy (lack of understanding); typically fact-based and can be confirmed by another source.
Example: What time was the appointment booked for?

28
Q

What is value conflict?

A

Deep-seated beliefs about what is good or bad, worthwhile or worthless, moral or immoral; stems from differences in value systems, more difficult to solve. - conflict over beliefs.
Example: Client or co-worker has different values which impact on their stories or the way that they administer treatment plans

29
Q

What is policy conflict?

A

what should be the plan, course of action, or behavior; conflicts over what should be the appropriate plan/course of action e.g. multidisciplinary team (has different stakeholders perhaps) want different treatment approaches for a client

30
Q

What is ego conflict?

A

“winning” or “losing” is central to maintaining self-image; when conflict has to do with people maintaining positive self-image. Issues of self-concept, identity, how competent people are, who has power etc

31
Q

What is metaconflict?

A

Conflict about communication and how you speak to someone during a conflict

32
Q

What are the conflict resolution styles?

A
  • Forcing/competing
  • Withdrawing
  • Accommodating
  • Compromising
  • Collaborating
33
Q

Resolution styles - what is forcing/competing?

A

A style of resolving conflict that disrespects the other person’s rights and threatens them into acting according to your wishes
= You lose, I win situation

34
Q

Resolution styles - what is withdrawing?

A

A style of resolving conflict where you physically or psychologically remove yourself from the conflict
= You lose, I lose situation

35
Q

Resolution styles - What is accommodating?

A

A style of resolving conflict where you give up your needs and agree with the other person in an effort to end the conflict
- You win, I lose situation

36
Q

Resolution styles - What is compromising?

A

A style of resolving conflict where both parties negotiate to give up some of their wants in order to reach an agreement
= You lose, I lose situation

37
Q

Resolution styles - what is collaborating?

A

A style of resolving conflict where both parties problem-solve their disagreement to identify a solution that satisfies the needs of both parties
= I win, you win

38
Q

What is mediation?

A

A collaborative approach to dispute resolution that involves a third person or mediator assisting the conflicted parties to reach a mutually satisfying solution to their conflict

39
Q

What are the principles of mediation?

A
  • It is voluntary - participants can withdraw
  • Mediator remains neutral - can offer information but not advice
  • impartiality means - conducting in a fair and equitable manner
  • Confidentiality
  • Formal - privileged = not part of legal documentation and parties do not discuss outside of the room
40
Q

What are the basic mediation steps?

A

1 - Why are you here? Both stories told
2 - Each person discusses impact of conflict
3 - What conflict resolution has been tried so far?
4 - What other parties are involved?
5 - Hopes and goals for change or mediation outcome discussed
6 - 5 = Gaining a clear understanding of the roles and responsibilities that are needed for change to occur and that suits each party
7 - Discussion of specifics – who, what, where,when, how is the agreed action plan to be carried out

41
Q

Mediation communication skills - what is involved in active listening?

A
  • Rapport building
  • Open questions
  • Verbal and non-verbal encouragers
42
Q

Mediation communication skills - what is involved in acknowledgement?

A
  • Reflecting content
  • Reflecting feeling
  • Empathy (nor sympathy)
43
Q

Mediation communication skills - what is involved in reframing?

A
  • Definition
  • Metaphoric
  • Paradigm
44
Q

What are mediation communication skills?

A
  • Active listening
  • Acknowledgment
  • Reframing
  • Questions
  • Summarising

NOTE:

  • Assertive neutral language
  • Turn-taking management
  • Non-judgement
45
Q

What is a youth justice conference?

A

A form of restorative justice where parties who have been impacted by a criminal act performed by a young person come together to discuss the offense and determine how best to move forward

46
Q

Facts about youth justice conferences:

A
  • Restorative’ process that deals with crimes committed by young people.
  • Aims to bring those people affected by the crime together to talk about the incident.
  • They discuss ways that compensation can be made – How best to move forward
  • Offender(s), Victim(s) and their families participate
  • The aim of the conferencing is to achieve an outcome that all participants can agree on and which helps repair the harm caused by the offending behaviour
47
Q

Youth justice conferences: benefits for the ‘offender’:

A
  • Knowledge and acceptance of responsibility of action
  • Understanding of the impact of actions
  • Controlled environment allows for restitution, apology, forgiveness, reintegration
  • Sense of pride from participating in the repair process
48
Q

Youth justice conferences: benefits for the ‘victim/survivor’:

A
  • Active participant in the justice system
  • Provide a voice in the process, as well as having the perpetrator hear the impact
  • Can provide answers as to “Why me?” “Why did you do it?” – Perhaps facilitates understanding and forgiveness
    Potential for input into a suitable course of action (e.g. reparation etc)
49
Q

What are the different conflict resolution styles?
1 - W_______________ = I lose, you lose
2 - A________________ = I lose, you win
3 - F________________ = I win, you lose
4 - Com_____________ = I win & lose, you win & lose
5 - C________________ = I win, you win

A 
1 - Withdrawing
2 - Accommodating
3 - Forcing
4 - Compromising
5 - Collaborating
50
Q

What are some conflict management straregies:

A

1- Become an active participant in the conflict
= don’t avoid the issues or the arguments of the other person.
= Use talk to discuss the issues rather than trying to force the other person to accept your position
2 - Balance personal agency
= Maintain self-esteem and face,
= Avoid strategies that degrade.
3 - Argue the issues, focusing as objectively as possible on the points of disagreement
= Avoid being verbally aggressive or attacking the other person.

51
Q

What are the steps involved in collaborating that can prove a win-win outcome?

A

1 - Define the conflict:
= Define the issues in specific terms, empathize with the other person.
2 -Examine the possible solutions:
= Identify as many solutions as possible, look for win-win solutions
= Carefully weigh the costs and rewards of each solution.
3- Test the solution mentally and in practice to see if it works.
= Evaluate the tested solution from a variety of perspectives.
4 - Accept the solution and integrate it into your behavior.
Or
Reject the solution and begin again, for example, defining the problem differently or looking in other directions for possible solutions.

52
Q

What is problem-solving?

A

The systematic process if finding a solution to an issues that is a challenge to you or someone else

53
Q

What are the three types of group conflict?

A
  • Task conflict
  • Relationship conflict
  • Process conflict
54
Q

Group conflict - What is task conflict?

A

Awareness of differences in opinions pertaining to the task/goal

55
Q

Group conflict - What is relationship conflict?

A

Awareness of interpersonal incompatibilities, includes an emotional component such as tension and friction

56
Q

Group conflict - What is process conflict?

A

Awareness of controversies about aspects of HOW task accomplishment will proceed. E.g. Someone passive may get too much responsibility while someone assertive gets less and the tasks that they want. So if people disagree over whose responsibility it is to carry out a duty

57
Q

What are the steps of group conflict resolution?

A

1 - Define the problem
= Need to work on and find a mutual definition
2 - Determine the criteria
= Each person work out what it is that they need to get from the eventual outcome
3 - Brainstorm possible solutions
= Can be as crazy and out there as they need to be
4 - Assess potential solutions
=Compare the possible solutions against the criteria to see which fit, so perhaps a minimum of 3 criteria needs to be addressed by a solution before it is taken on
5 - Identify solution to implement
= Be specific about the solution
6 - Review your decision
=Organise a time to review the decision

Emma IPS (9 decks)

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