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18 Cards in this Set
- Front
- Back
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Argumentativeness |
Inclination to argue or fondness of arguing |
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Verbal Aggressiveness |
Tendency to attack other people instead of other points of view |
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Controlling Verbal Aggressiveness |
- Assess yourself (are you inclined?) - Understand potential causes: Psychopathy, dislike of others, social learning, desparation - Become a better communicator 1) Conduct thorough analysis of situation 2) Provide logical reasoning for your position 3) Develop a careful interpretation of conflict issues 4) Evaluate your position and that of your partner |
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Types of verbal aggressiveness |
- Character attacks - Threats - Teasing - Physical appearance attacks - Competence attacks - Nonverbal signs - Ethnic/gender slurs - ridicule - insults - Profanity |
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Negotiation |
planned and structured process of communication in which 2 or more people with different goals exchange communication to produce a mutually desirable outcome. |
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Bargaining |
Formal Bargaining: Process that develops whenrecurring issues require deliberation and confrontation over time Informal bargaining: Processthat involves spontaneous situations that are seldom repeated |
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Dimensions of negotiating |
- Information Management, concessions, and positioning |
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Communication Competence |
Positioning: Moving the focus of the negotiationto issues that are important to you Concessions: Giving up some goals to obtain something in return Cooperative Strategies: Open, honest, and upfront attempts at objective and productive problem solving Competitive Strategies: Attempts to maximize one's own position at the expense of other party's Distributive: bargainer's assumption that a gain for her or his side equals loss for the other side |
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Anxiety Management |
- Remember that bargaining is normal - Set a specific date/time for the bargaining session - Keep in mind that bargaining is not a do or die situation. Be open and flexible. |
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Conflict |
Expressed struggle between at least2 interdependent parties who perceive incompatible goals, scarce rewards, andinterference from the other party in achieving their goals |
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Cause of conflict |
competing goals Content goals: Apparent issues or obvious reason for dispute Relational Goals: Defineeach party’simportance to the other, the emotional distance they wish to maintain, theinfluence each is willing to grant the other, the degree to which the partiesare seen as a unit, or the rights each party is willing to grant to the others |
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Managing Conflicting goals |
Clarify Goals: - State goals in clear unambiguous language - Elicit clearly stated goals from other party - Discuss difference between content and relational goals - Ensure Shared understanding of each other's goals Encourage Goal Collaboration: - search of commonalities among competing goals - give and ask for some concessions - Develop new goals that incorporate and complement competing goals |
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Conflict Styles and Tactics |
- Competing - Accommodating - Avoiding - Compromising - Collaborating |
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Goal Setting |
Important considerations: - Communicator's goals can change over time - Recognize the importance of the other party's goals - Understand other party's communication/conflict style - If needed, respond with other conflict style |
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Situational Factors |
Elements in the conflict thataffect the nature of conflict and the styles you select to deal with them |
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Communication Competence |
Communication Competence: The strengths and weaknesses youpossess in any conflict situation can help to avoid conflict escalation Conflict Escalation: Heightened tensions in conflictsituations due to poor communication or misunderstandings |
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Conflict Escalation |
Autistichostility: you break off contact with theconflict partner Self-fulfillingprophecies: you make a false assumption about apartner Unwittingcommitments: youover commit to rigid positions and unwittingly commit to negative positions |
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Anxiety Management |
- Focus on goals and outcomes - View your conflict partner inpositive, human terms rather than an enemy who means to undermine you or yourcareer - Seek emotional support and guidancefrom others who share your goals and position - During the meeting, take a break tocollect your thoughts and clear your head |
