Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
39 Cards in this Set
- Front
- Back
Conflict
|
The interference between two or more interdependent individuals or groups of people who perceive incompatible goals, values,or expectations in attaining those ends
|
|
Characteristics of Low-conflict societies
|
1. Interpersonal practices that build security and trust
2. Preference for joint problem solving 3. Emphasis on the restoration of social harmony 4. Strategies of conflict avoidance |
|
Dialogue
|
Conversation that is "slow, careful, full of feeling, respectful, and attentive
|
|
Facework
|
Communication strategies used to "save" our own or someone else's "face" or public image
|
|
Five styles of managing conflicts
|
1. Dominating
2. Integrating 3. Compromising 4. Obliging 5. Avoiding |
|
Dominating Style
|
Individual achieves his or her goal at the expense of others needs
|
|
Integrating Style
|
The open and direct exchange of information in an attempt to reach a solution acceptable to both parties
|
|
Compromising Style
|
Involves sharing and exchanging information to the extent that both individuals give up something to find a mutually acceptable decision
|
|
Obliging Style
|
Playing down differences and incompatibilities while emphasizing commonalities
|
|
Avoiding Style
|
Low concern for the self and others. This strategy may be seen as tactical in maintaining harmonious relationships
|
|
Intermediary
|
In a formal setting, a professional third party, such as a lawyer, real estate agent, or counselor, who intervenes when two parties are in conflict. informal intermediaries may be friends or colleagues who intervene
|
|
Mediation
|
The act of resolving conflict by having someone intervene between two parties
|
|
Pacifism
|
Opposition to the use of force under any circumstances
|
|
Social conflict
|
Conflict that arises from unequal or unjust social relationships between groups
|
|
Social Movements
|
Organized activities in which individuals work together to bring about social change
|
|
Conflict as opportunity
|
The "opportunity" orientation to conflict is the one most commonly represented in U.S. interpersonal communication text.
1. Conflict is a normal, useful process 2. All issues are subject to change through negotiation 3. Direct confrontation and conciliation are valued 4. Conflict is a necessary renegotiation of an implied contract- a redistribution of opportunity, release of tensions, and renewal relationships |
|
Conflict as destructive
|
1. Conflict is a destructive disturbance of the peace
2. The social system should not be adjusted to meet the needs of members; rather, members should adapt to established values 3. Confrontations are destructive and ineffective 4. Disputants should be disciplined |
|
Types of Conflict
|
1. Affective conflict
2. Conflict of Interest 3. Value conflict 4. Cognitive conflict 5. Goal conflict |
|
Affective
|
Occurs when individuals become aware that their feelings and emotions are incompatible
|
|
Conflict of Interest
|
Describes a situation in which people have incompatible preferences for a course of action or plan to pursue
|
|
Value conflict
|
Occurs when people differ in ideologies on specific issues
|
|
Cognitive conflict
|
Describes a situation in which two or more people become aware that their thought processes or perceptions are incongruent
|
|
Goal conflict
|
Occurs when people disagree about a preferred outcome or end state
|
|
Gender, Ethnicity, and Conflict
|
The choice of conflict style may be influenced by culture, gender, and ethnicity
|
|
Productive Vs. Destructive conflict
|
Productive:
1. Productive conflict, individuals or groups narrow the conflict in terms of definitions, focus, and issues. 2. Individuals or groups limit conflict to the original issue 3. Individuals or group direct the conflict toward cooperative problem solving 4. Individuals or groups trust leadership that stresses mutually satisfactory outcomes |
|
Productive Vs. Destructive conflict
|
Destructive:
1. They escalate the issues or negative attitudes 2. They escalate the conflict from the original issues, with any aspect of the relationship open for reexamination 3. Strategies involve the use of power, threats, coercion, and deception 4. the polarize behind single-minded and militant leadership |
|
Competition Vs. Cooperation
|
Competitive atmosphere will promote coercion, deception, suspicion, and rigidity, and lead to poor communication.
Cooperative atmosphere will promote perceived similarity, trust, and flexibility, and lead to open communication |
|
Value conflict
|
Occurs when people differ in ideologies on specific issues
|
|
Cognitive conflict
|
Describes a situation in which two or more people become aware that their thought processes or perceptions are incongruent
|
|
Goal conflict
|
Occurs when people disagree about a preferred outcome or end state
|
|
Gender, Ethnicity, and Conflict
|
The choice of conflict style may be influenced by culture, gender, and ethnicity
|
|
Productive Vs. Destructive conflict
|
Productive:
1. Productive conflict, individuals or groups narrow the conflict in terms of definitions, focus, and issues. 2. Individuals or groups limit conflict to the original issue 3. Individuals or group direct the conflict toward cooperative problem solving 4. Individuals or groups trust leadership that stresses mutually satisfactory outcomes |
|
Productive Vs. Destructive conflict
|
Destructive:
1. They escalate the issues or negative attitudes 2. They escalate the conflict from the original issues, with any aspect of the relationship open for reexamination 3. Strategies involve the use of power, threats, coercion, and deception 4. the polarize behind single-minded and militant leadership |
|
Competition Vs. Cooperation
|
Competitive atmosphere will promote coercion, deception, suspicion, and rigidity, and lead to poor communication.
Cooperative atmosphere will promote perceived similarity, trust, and flexibility, and lead to open communication |
|
Anti-Americanism
|
Has a very long history and is complicated by economic, military, and political differences between the United states and other nations around the would.
|
|
Seven suggestions for dealing with conflict
|
1. Stay centered and do not polarize
2. Maintain contact 3. Recognize the experience of different styles 4. Identify your personal preferred styles 5. Be creative and expand your style repertoire 6. Recognize the importance of conflict context 7. Be willing to forgive |
|
Six key Western assumptions of conflict
|
1. People and problems can be separated cleanly: Interests and positions can be distinguished sharply
2. Open self-disclosure is a positive vale in negotiations. An open process of public data shared in candid style is assumed necessary for trust 3. Immediacy, Directness, Decisiveness, and haste are preferred strategies of timing 4. Language employed should re reasonable, rational, and responsible 5. No is no and Yes is yes 6. When an agreement is reached, implementation will take care of itself as a logical consequence |
|
What kinds of cultures tend to regard conflict as destructive
|
Cultures that value harmony
|
|
Chapter 11
|
Chapter 11
|