Basic Speech Communication Final

Front 1

trust

Back 1

placing confidence in another that almost always involves some risk

Front 2

self-disclosure

Back 2

sharing biographical data, personal ideas, and feelings that are unknown to another person

Front 3

Johari Window

Back 3

a tool for examining the relationship between disclosure and feedback in a relationship--open, blind (not known to self, known to others), secret (known to self, not known to others) and unknown

Front 4

maintaining a relationship

Back 4

behaving and communicating in ways that preserve a particular level of closeness or intimacy in a relationship

Front 5

a subtle indication of dissatisfaction

Back 5

the first sign a relationship is ending or de-escalating

Front 6

the people no longer inteact with each other

Back 6

a relationship has ended when--

Front 7

engage in a direct, open and honest conversation and clearly state their wish to end the relationship

Back 7

to end a deteriorating relationship, competent communicators should

Front 8

relational dialects

Back 8

seemingly opposing forces that occur in all interpersonal relationships (openness-closedness, autonomy-connection and novelty-predictability)

Front 9

self-disclosure

Back 9

sharing biographical data, personal experiences, ideas and feelings

Front 10

privacy

Back 10

the right of an individual to keep biographical data, personal ideas and feelings secret

Front 11

managing privacy

Back 11

a conscious decision to avoid disclosure and to withhold information or feelings from a relational partner

Front 12

report-talk

Back 12

a way to share information, display knowledge, negotiate, and preserve independence (men are likely to engage in during their disclosure patterns)

Front 13

rapport talk

Back 13

women more likely to engage in- a way to share experiences and establish bonds with others

Front 14

describing feelings

Back 14

a way of naming the emotions you are feeling without judging them

Front 15

describing behavior

Back 15

accurately recounting the specific behaviors of another without commenting on their appropriateness

Front 16

praise

Back 16

describing the specific positive behaviors or accomplishments of another and the effect that behavior has on others

Front 17

constructive criticism

Back 17

describing specific behaviors of another that hurt the person or the person's relationships with others (does not judge or condemn behaviors, instead is based on empathy)

Front 18

passive behavior

Back 18

not expressing personal preferences or defending our rights because we fear the cost and are insecure in the relationships, have very low self-esteem, or value the other person above ourself

Front 19

aggressive behavior

Back 19

belligerently or violently confronting another with your preferences, feelings, needs, or rights with little regard for the situation or for the feelings or rights of others

Front 20

assertive behavior

Back 20

expressing your personal preferences and defending your personal rights while respecting the preferences and rights of others

Front 21

interpersonal conflict

Back 21

when the needs or ideas of one person are at odds or in opposition to the needs or ideas of another

Front 22

withdrawing

Back 22

managing conflict by physically or psychologically removing yourself

Front 23

accommodating

Back 23

managing conflict by satisfying others' needs or accepting others' ideas while neglecting our own

Front 24

forcing

Back 24

managing conflict by satisfying your own needs or advancing your own ideas, with no concern for the needs or ideas of the other and no concern for the harm done to the relationship

Front 25

compromising

Back 25

managing conflict by giving up part of what you want to provide at least some satisfaction for both parties

Front 26

collaborating

Back 26

managing conflict by fully addressing the needs and issues of each party and arriving at a solution that is mutually satisfying

Front 27

work group

Back 27

a collection of 3 or more people who must interact and influence each other to solve problems and to accomplish a common purpose

Front 28

group goal

Back 28

a future state of affairs desired by enough members of the group to motivate the group to work toward its achievement

Front 29

specific goal

Back 29

a precisely stated, measurable and behavioral goal

Front 30

consistent goals

Back 30

complementary goals; achieving one goal does not prohibit achievement of the other

Front 31

challenging goals

Back 31

goals that require hard work and team effort; they motivate group members to do things beyond what they might normally accomplish

Front 32

acceptable goals

Back 32

goals to which team members feel personally committed

Front 33

cohesiveness

Back 33

the degree of attraction members have to each other and to the group's goal

Front 34

team-building activities

Back 34

activities designed to help the group work better together

Front 35

norms

Back 35

expectations for the way group members will behave while in the group

Front 36

ground rules

Back 36

prescribed behaviors designed to help the group meet its goals and conduct its conversations

Front 37

synergy

Back 37

a commonality of purpose and complementariness of each others efforts that produces a group outcome greater that an individual outcome

Front 38

stages of group development

Back 38

forming, storming, norming, performing, adjourning

Front 39

groupthink

Back 39

when a group does not "storm," a deterioration of mental efficiency, reality testing and moral judgement that results from in-group pressure

Front 40

they are stated as questions, contain only one central idea, use specific and precise language to describe the problem, can be identified as a question of fact, value or policy

Back 40

4 characteristics of effective problem definitions

Front 41

questions of fact

Back 41

questions concerned with discovering what is true or to what extent something is true

Front 42

questions of value

Back 42

questions that concern subjective judgements of what is right, moral, good or just

Front 43

questions of policy

Back 43

questions that concern what courses of action should be taken or what rules should be adopted to solve a problem

Front 44

brainstorming

Back 44

an uncritical, non-evaluative process of generating associated ideas

Front 45

expert opinion method

Back 45

the group asks the member with the most expertise to make the final decision

Front 46

average group opinion method

Back 46

each member ranks the alternatives and the alternative receiving the highest average ranking becomes the choice

Front 47

majority rule method

Back 47

the group votes on alternatives and the choice that receives the majority of the voted wins

Front 48

unanimous decision method

Back 48

group must continue deliberation until all members agree on one solution

Front 49

consensus method

Back 49

alternative to unanimous method--group deliberates until all members agree on an acceptable variation of the solution

Front 50

role

Back 50

a specific pattern of behavior that one group member performs based on the expectations of other members

Front 51

task-related roles

Back 51

specific pattern of behavior that directly help the group accomplish its goals

Front 52

initiator

Back 52

member who gets the conversation started or moves it in a new direction

Front 53

information or opinion giver

Back 53

group member who provides content for the discussion

Front 54

information or opinoin seeker

Back 54

member ho probes others for their factual ideas and opinions

Front 55

analyzer

Back 55

member who probes the content, reasoning, and evidence of members during discussion

Front 56

orienter

Back 56

member who indicates to the group that it is off track or summarizes points of agreement and disagreement among members

Front 57

maintenance roles

Back 57

patterns of behavior that help the group develop and maintain good member relationships, group cohesiveness and effective levels of conflict

Front 58

gatekeeper

Back 58

a member who ensure that everyone has an opportunity to speak and be heard

Front 59

encourager

Back 59

member who provides support for the contributions of other team members

Front 60

harmonizer

Back 60

member who helps the group relieve tension and manage conflict

Front 61

self-centered roles

Back 61

patterns of behavior that focus on individuals needs and goals at the expense of the group

Front 62

aggressor

Back 62

member who seeks to enhance their own status by criticizing almost everything or blaming other when things get rough and by deflating the ego or status of others

Front 63

joker

Back 63

member who attempts to draw attention to themselves by clowning, mimicking or generally making a joke of everything

Front 64

withdrawer

Back 64

member who meets their own goals at the expense of group goals by not participating in the discussion or work of the group

Front 65

blocker

Back 65

member who routinely rejects others views and stubbornly disagrees with emerging group decisions

Front 66

leadership

Back 66

a process of influencing others to accomplish group goals

Front 67

formal leader

Back 67

an assigned, appointed or elected leader who is given legitimate power to influence others

Front 68

informal leader

Back 68

members of the group whose authority to influence stems from the power they gain through their interactions in the group

Front 69

listening

Back 69

the process of receiving, constructing meaning from and responding to spoken and/or nonverbal messages

Front 70

attending

Back 70

the perpetual process of selecting and focusing on specific stimuli from the countless stimuli reaching the senses

Front 71

understanding

Back 71

decoding a message accurately to reflect the meaning intended by the speaker

Front 72

empathy

Back 72

intellectually identifying with or vicariously experiencing the feelings or attitudes of another

Front 73

empathetic response

Back 73

experiencing an emotional response parallel to, and as a result observing, another person's actual or anticipated display of emotion

Front 74

perspective taking

Back 74

imagining yourself in the place of another, the most common form of empathizing

Front 75

sympathetic responsiveness

Back 75

feeling concern, compassion of sorrow for another because of the other's situation or plight

Front 76

paraphrasing

Back 76

putting in to words the ideas or feelings you have perceived from the message

Front 77

content paraphrase

Back 77

one that focuses on denotating the meaning of the message

Front 78

feelings paraphrase

Back 78

a response that capture the emotions attached to the content of the message

Front 79

critical analysis

Back 79

the process of evaluating what you have heard to determine its truthfulness

Front 80

factual statements

Back 80

statements whose accuracy can be verified or proven

Front 81

inferences

Back 81

statements made by the speaker that are based on facts or observations

Front 82

comfort

Back 82

to help people feel better about themselves and their behavior

Front 83

supportive messages

Back 83

comforting statements that have a goal to reassure, bolster, encourage, soothe, console or cheer up

Front 84

clarifying supportive intentions

Back 84

openly stating that your goal in the conversation is to help your partner

Front 85

buffering

Back 85

cushioning the effect of messages by utilizing both positive and negative politeness skills (compliment sandwich)

Front 86

positive face needs

Back 86

the desire to be appreciated and approved, liked and honored

Front 87

negative face needs

Back 87

the desire to be free from imposition or intrusion

Front 88

other-centered messages

Back 88

statements that encourage our partners to talk about and elaborate on what happened and how they feel about it

Front 89

reframing

Back 89

offering ideas, observations, information, and alternative explanations that might help your partner understand the situation in a different light

Front 90

giving advice

Back 90

presenting relevant suggestions and proposals that a person can use to satisfactorily resolve a situation