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65 Cards in this Set
- Front
- Back
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Why Study Conflict?
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To Fine Tune your expertise
To learn conflict is common way people define their limits To understand individual development and people more generally To prevent violent alternatives To Maintain physical health To contribute to the civility of our community To develop a code of ethical conduct in how you treat others to get your way To ascertain the discipline's potential contribution to the topic |
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What deminsions are used to DEFINE conflict?
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1) Behavior-specific vs. Behavior Unspecified
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Communication is a Process (3 Objectives)
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Instrumental Goal
Establish an Objective Self-Presentation |
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Instrumental Goal (Communication)
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Favors, Possessions, Resources
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Establish a Relationship (Communication)
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Establish closeness and power
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Self- Presentation (Communication)
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Saving Face either Positive or Negative
Making ourselves creditable and likable Preserving Face by giving space to someone when they do not want to communicate |
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What Dimensions are used to define conflict?
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Behavior Specific
Episodic *Key is deciding whether conflict occurs in one episode or across many different episodes |
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Four Approaches for Defining Conflict
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Interpersonal conflict as . . . ..
Pervasive Explicit Disagreement Hostile Episode Disagreement in particular episode |
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What are levels of conflict?
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Level 1 - Conflict refers to problems involved in coordinating SPECIFIC BEHAVIORS
Level 2 - Conflict concerns coordination relational NORMS AND ROLES Level 3 - Conflict regards PERSONAL CHARACTERISTICS AND ATTITUDES |
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What are types of Conflict?
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Parallel
Displaced Misattributed Latent False |
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Criteria for Accessing conflict behavior?
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Appropriateness - is it suitable? Does it take into account the expectations of others?
Effectiveness - Does it accomplish the goals of the communicators? |
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What are factors that facilitate conflict?
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Knowledge
Motivation Skill |
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What are strategies?
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Approaches
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What are tactics?
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Institute strategy in time
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What decisions do people make when deciding a strategy?
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Direct or Indirect behavior
Cooperative or Competitive behavior |
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What are three Conflict Strategies?
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Integration
Distribution Avoidance |
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Integration (Conflict Strategy)
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Working with other people
Offer and seek info Make supportive comments Mutually define the problem Seek areas of agreement Negotiate fair solutions |
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Distribution (Conflict Strategy)
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Working against other people
Threats, demands, and prescriptions Coercion, showing anger, intimidation Person criticism, and put-downs, ridcule Defensiveness, Hit-and-Run Sarcasm and Contempt |
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Avoidance (Conflict Strategy)
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Working away from other people
Withhold Complaints Irrelevant remarks Given in to requests, demands Deny problem or conflict Change topic Withdraw from interaction |
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Five Conflict Styles
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Integrating
Avoiding Dominating Obliging Compromising |
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Integrating (Conflict Style)
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High concern for self and high concern for others
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Avoiding (Conflict Style)
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Low concern for self and Low concern for others
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Dominating (Conflict Style)
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High Concern for self and low concern for others
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Obliging (Conflict Style)
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Low concern for self and High concern for others
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Compromising (Conflict Style)
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Moderate concern for self and others
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How do nonverbal messages combine with verbal message?
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Underscore meaning
Provide emotional content to message |
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What individual factors affect conflict?
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Argumentativeness
Tendency to take conflict personally Locus of Control Sex/Gender Differences |
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Argumentativeness
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The predisposition to argue about controversial issues
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Tendency to Take Conflict Personally:
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Feeling persecuted
High Stress Not believing conflict can be productive Believing that conflict leads to relational harm Disliking conflict interaction |
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Locus of Control
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Internal locus of control - outcomes are due to one's ability and effort (Integrative tactics)
External locus of control - outcomes due to fate and chance or powerful others (Avoidance and Distributive Tactics) |
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Sex/Gender Differences
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Principle of Ignorance - People rely on stereotypes
Principle of Familiarity - In familiar situations, people behave opposite of stereotypes |
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Marital Types (Relational Development)
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Traditionals
Independents Seperates |
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Traditional (Marital Relational type)
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Adopt a traditional ideology (Woman adopt males last name)
Have a lot of interdependence (Routines, eating meals together) Have moderate amount of conflict over important issues |
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Independents (Marital Relational Type)
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Have an egalitarian ideology (They negotiate tasks related to sex roles)
Have moderate interdependence Have lots of conflict |
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Separates (Marital Relational Type)
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Have a traditional ideology
Have very little interdependence (Emotionally divorced) Avoid conflict and avoid emotional or intellectual engagement |
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Relational Satisfaction
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Overall assessment that a partner is meeting needs
Satisfied Couple - 5:1 ratio of positive/negative conflict tactics Unsatisfied couple - 1:1 ratio of positive/negative conflict tactics |
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Narcissism
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Concerns of over estimation of uniqueness and superiority
Seek reinforcement of self-beliefs Authority, Self-suficiency, superiority, exhibitionism, Exploitative-ness, Vanity, Entitlement |
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Types of Anger can be seperated by . . .
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Whether someone's action is blameworthy
Whether the consequences of the other's action are undesirable |
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Emotion's that lead to anger-like responses . . .
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Fear
Pain Stress |
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Initial Reactions to Anger
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Physiological (Fight v. Flee, gasp, blink, hostility)
Temporary Response modes (Moving toward, Moving against, Moving away) Scripts ( Blueprints to outline their relationships, People have scripts for how conflicts should progree and for how they should handle anger when they experience it) |
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Higher-ordered thoughts
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Refers to how you process the information about the event in central memory
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Attributions
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How people infer about the causes for events
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Dimensions of Attributions
(Globally) |
Refers to whether the cause of the even is seen as specific to the situation or is it viewed as something that explains many situations
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Dimensions of Attributions
(Stability) |
Concerns whether the cause reliebly ocurs over time
Stable causes last long periods of time Unstable causes apply only for awhile |
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Dimensions of Attributions
(Locus) |
Refers to where the problem lies
Whether it lies internal to the person or external to the person |
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Dimensions of Attributions
(Intent) |
Concerns whether the cause indicates a conscious decision for the event
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Dimensions of Attributions
(Selfishness) |
Refers to whether the cause suggests a person's motive as self-serving
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Dimensions of Attributions
(Blameworthiness) |
Involves being responsible for a failure
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Dimensions of Attributions
(Praiseworthiness) |
Concerns being responsible for a success
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Expectations
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What people anticipate will happen if they engage in a particular behavior or set of behaviors
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The Dyadic System
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Emotions are contagious
One person's feelings tend to bring about similar emotions in the other person "Emotional Contagion" - is the product of people interacting with each other |
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Consequences of Conflict (2 Types)
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Proximal - What happens in the moment
Distal - What happens long term Vary along several dimensions - Internal vs. External - Stable vs. Unstable - Global vs. Specific |
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Functional Relationships vs. Dysfunctional Relationships (Attributions)
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Functional Relationship - External, Unstable, and specific factors
Dysfunctional Relationship - Internal, stable, and global factors |
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Actor-Observer Bias (Attributions)
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People tend to assign responsibility to other people for their behaviors while not doing the same to others
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Ultimate Attribution Error
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We attribute cause of negative events to internal, stable, global features of the partner, whereas we do not so to ourselves
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Negativity Effect
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Negative events are more salient than positive events and lead quicker attributions to internal features of the other person
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Emotions (Proximal Consequences to Conflict)
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People can experience a variety of emotions
- A positive emotional outcome is feeling comforted and sooting due to a positive conflict resolution - The over-expression of anger can lead the communicator less able to process information |
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Competence Assessments
(Proximal Consequences to Conflict) |
Effectiveness - whether the person got any benefit from the conflict
Appropriateness - whether the person meets your expectations |
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Communication Satisfaction
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Behaviors generally perceived to be competent
Your partners use of integrated and supportive conflict behaviors is positively associated with your own communication system |
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Face Threat and Restoration
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"Face' - the part of your identity that you present during interaction and expect that it will be accepted by others
We assume others will accept who we are and others assume we will support who they are The ability to maintain face during an interaction and to successfully repair face when it has been threatened is a fundamental attribute of appropriate communication |
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Physical Health (Consequences of Conflict)
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Conflict can harm your physical health if it turns into violence
Preliminary evidence suggest that some people may be affected physically by their conflict interactions |
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Cumulative nature of Proximal Consequences
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When negative behaviors become routine and repeated during conflict interactions with a certain individual, negative attributions and negative sentiments regarding that person may become habitual
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First Behaviors of Narcissists
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Charming
Outgoing Self-Confident |
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Later Behaviors of Narcissists
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Do not enjoy reinforcement of partner as much as before
Defensive of any criticism Become aggressive when not reinforced |
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Competence
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Your ability to achieve your goals while you fulfill relational and situational expectations
Your ability to "getting"ahead while simultaneously "getting along" with others |
