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35 Cards in this Set
- Front
- Back
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what are the common causes for intercultural conflict?
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different values, assumptions, expectations, verbal and nonverbal habits
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what % of entering workforce will be new immigrants, females, and minority group members?
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85%
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how many new jobs are generated as a direct result of the "global economy"?
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four out of every five
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describe individualism
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strong assertion of personal opinons, revealing of personal emotions, and accountability for problems or mustake
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what is ethnocentricism?
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my culture is the center of everything
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what are ethnocentric tendencies?
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view your culture as correct and natural and what occurs in others is unnatural, view in-groups values, customs, norms, and styles, as universally valued, pride in one's cultre, practice in-group favoritism, out-group hostility.
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ethno tendencies of the indiv. culture
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hold people accountable, internal locus of control, outcome-oriented model as superior.
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ethno tendencies of the collect. culture
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process- oriented model as superior, external locus of control, emphaze how context contributes to conflict.
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what does comeptence in interculutral conflict involve?
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approriateness,effectiveness, (knowledge, movtivation, and skill)
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how do indivividualists view effectivness?
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if opinions were voiced and an agreement was reached, stress effectiveness.
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how do collectivists view effectiveness
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was face saving achieved and could we reach concensus, stress appropriateness.
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how do individualists view appropriateness?
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were you sensitive to time and scheduling
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how do collectivists see appropriateness?
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honored the in-group expectations
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what is intercultural knowledge?
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indepth understanding gained from concieous raisingand personal observations and experiences.
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why is motivation important
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to suspend judgement of unfamiliar behavior, withhold judgements, and develop a mindful attitude.
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what is ODIE?
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observe, describe, interpretation, evaluate. Movtivates you to stop making evaluations
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what are three interaction skills important for conflict competence?
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face management, trust building, and communication adaptability or flexibility.
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what are four types of conflict typically associated with organizations?
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interpersonal, bargaining, intergroup, interorganizational
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what are the three phases of a competence-basaed approach to prganizational conflict?
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differentiation, mutual problem description, integration
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what does each competence-based approach phase involve?
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phase 1=share and seek info
phase 2= describing conflict in mutually understandable terms. phase 3= using compromising strategy |
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who do interpersonal conflicts in organizations occur between?
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superior/subordinate= power, co-workers= personalities
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what is collective bargaining?
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when someone negotiates for you. laborers vs. management
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what is interorganizational conflict?
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ogr vs. org complicated by strategic alliances.
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what are the types of violence?
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psychological, symbolic/verbal, and physical.
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when is violence justified?
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self-defense, defense of child, committed adultry
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what percent think it is okay to punish their children?
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90%
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what percent of college aged think slapping is okay?
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50%
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four main catagories of why people stay in abusive relationships?
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social exchange theory(something in it for me).learned helplessness( i can't change it or control it) paradoxical punishment(makeup perks) rationalization thoery (i can save him/her)
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what is the cylcle of abuse?
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tension building, violent episode, remorse, honeymoon.
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what is mediation?
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a process between two or more parties who are in conflict witheachother and an involved third party
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what are the qualities of mediation?
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disputants are decision makers, the mediator is a facilitator, mediation not only leads to a solution but to improved relationships and communication.
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what are the principles of mediation?
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parties enter voluntarily, the agreement reached is oncoarsed (self-determined), decisions made after all options are considered, and confidentiality and ultimate goal reached.
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what are the five stages of mediation?
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introduction, telling the story, identifying the issue, generating options, and writing the agreement.
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what makes a competent mediator?
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seek info relevant to issues, demonstrates empathy, has persuasive and presentational skills, reduces tension, handles conflict, has knowledge or expertise about issues.
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what makes a competent disputant?
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competent communicators, adhere to the rules of mediation, have cognitive capacities, be honest, open-minded.
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