Small Group Comm-Midterm

Front 1

This term coined by Susan Sorenson is used to describe the dread and repulsion many people have about working in groups, teams, or attending meetings?

Back 1

Grouphate

Front 2

This is communication among a small group of people who share a common purpose, who feel a sense of belonging to the group, and who exert influence on one another?

Back 2

Small Group Communication

Front 3

This means that when we communicate, we send and receive messages simultaneously?

Back 3

Transactional

Front 4

This is a setting in which the channel of communication is a phone line, fiber-optic cable, wireless signal, the Internet, or other means of sending messages to others...the interaction is not face to face.

Back 4

Mediated Setting

Front 5

This is a prescription for acceptable behavior?

Back 5

Rule

Front 6

This asserted that all humans have basic needs that can be arranged in a hierarchy; that is, people do not concern themselves with higher-level needs until lower-level needs are satisfied?

Back 6

Maslow's Theory

Front 7

What is the listing of Maslow's Hierarchy of Needs?

Back 7

1. Physiological Needs (air, food, water)

2. Safety Needs

3. Belongingness Needs

4. Esteem Need

5. Self-Actualization Need

Front 8

The need for air food and water is considered this type of need?

Back 8

Physiological

Front 9

This is the need for one's security and protection. This is satisfied by family during childhood years?

Back 9

Safety

Front 10

This is the need to feel a part of a group?

Back 10

Belongingness

Front 11

This is the need to not only feel accepted but also considered worthwhile and valued by others?

Back 11

Esteem

Front 12

This is considered a being need and motivates people to try to fulfill their potential and live life to its fullest. They are ready to function as autonomous beings, operating independently in quest of their own full potential.

Back 12

Self-Actualization

Front 13

This suggests that there are 3 basic human needs that influence individuals as they form and interact in groups?

Back 13

Schutz's Theory

Front 14

What are the 3 basic needs of Schutz's Theory?

Back 14

1. Inclusion

2. Control

3. Affection

Front 15

This part of a message includes the specific information conveyed to someone?

Back 15

Content Dimension

Front 16

This part of the message involves message cues that provide hints about whether you like or dislike the person with whom you are communicating?

Back 16

Relationship Dimension

Front 17

In a small group, roles (sets of expectations) result from?

Back 17

1. Self-Concepts (expectations about ones own behavior).

2. The perceptions others have about individuals' positions in the group.

3. People's actual behavior as they interact with others.

Front 18

These all influence self-concept development?

Back 18

1. Gender

2. Sexual Orientation

3. Culture

4. Role

Front 19

These are aimed at accomplishing a group's goal?

Back 19

Task Roles

Front 20

These define a group's social atmosphere?

Back 20

Maintenance Roles

Front 21

These call attention to individual contributions and tend to be counterproductive to the overall group effort?

Back 21

Individual Roles

Front 22

This person proposes new ideas or approaches to group problem solving; may suggest a different procedure or approach to organizing the problem-solving task?

Back 22

Initiator-contributor

Front 23

This person asks for clarification of suggestions; also asks for facts or other information that may help the group deal with the issues at hand?

Back 23

Information Seeker

Front 24

This person asks for clarification of the values and opinions expressed by other group members?

Back 24

Opinion Seeker

Front 25

This person provides facts, examples, statistics, and other evidence that pertains to the problem the group is attempting to solve?

Back 25

Information Giver

Front 26

This person offers beliefs or opinions about the ideas under discussion?

Back 26

Opinion Giver

Front 27

This person provides examples based on his or her experiences or the experience of others that help to show how an idea of suggestion would work if the group accepted a particular course of action?

Back 27

Elaborator

Front 28

This person tried to clarify and note relationships among the ideas and suggestions that have been provided by others?

Back 28

Coordinator

Front 29

This person attempts to summarize what has occurred and tries to keep the group focuses on the task at hand?

Back 29

Orienter (summarizer)

Front 30

This person makes an effort to judge the evidence and conclusions that the group suggests?

Back 30

Evaluator-critic

Front 31

This person tries to spur the group to action and attempts to motivates and stimulate the group to greater productivity?

Back 31

Energizer

Front 32

This person helps the group achieve its goal by performing tasks such as distributing papers, rearranging the seating, or running errands for the group?

Back 32

Procedural Technician

Front 33

This person writes down suggestions and ideas of others; makes a record of the group's progress?

Back 33

Recorder

Front 34

This person offers praise, understanding, and acceptance of others' ideas and suggestions?

Back 34

Encourager

Front 35

This person mediates disagreements among group members?

Back 35

Harmonizer

Front 36

This person attempts to resolve conflicts by trying to find an acceptable solution to disagreements among group members?

Back 36

Compromiser

Front 37

This person encourages less talkative group members to participate and tries to limit lengthy contributions of other group members?

Back 37

Gatekeeper and expediter

Front 38

This person helps to set standards and goals for the group?

Back 38

Standard Setter

Front 39

This person keeps records of the group's process and uses the gathered information to evaluate the group's procedures?

Back 39

Group Observer

Front 40

This person basically goes along with the suggestions and ideas of other group members; serves as an audience in group discussions and decision making?

Back 40

Follower

Front 41

This person destroys or deflates the status of other group members; may try to take credit for someone else's contribution?

Back 41

Aggressor

Front 42

This person is generally negative, stubborn, and disagreeable without apparent reason?

Back 42

Blocker

Front 43

This person seeks the spotlight by boasting and reporting on his or her personal achievements?

Back 43

Recognition Seeker

Front 44

This person uses the group as an audience to report personal feelings, insights, and observations?

Back 44

Self-confessor

Front 45

This person reflects a lack of involvement in the group's process by telling stories and jokes that do not help the group; lack of interest may result in cynicism, nonchalance, or other behaviors that indicate lack of enthusiasm for the group and focus on himself and herself?

Back 45

Joker

Front 46

This person makes an effort to assert authority by manipulating group members or attempting to take over the entire group; may use flattery or assertive behavior to dominate the discussion?

Back 46

Dominator

Front 47

This person tries to evoke a sympathetic response from others; often expresses insecurity or feelings of low self-worth?

Back 47

Help Seeker

Front 48

This person works to serve an individual need; speaks for a special group or organization that best fits his or her own biases?

Back 48

Special-Interest Pleader

Front 49

This happens when there is disagreement and is defined as an expressed struggle between at least two interdependent people who perceive incompatible goals, scarce resources, and interference from others to achieve goals?

Back 49

Conflict

Front 50

Conflict results from difference b/w group members such as?

Back 50

1. Perception

2. Personality

3. Knowledge

4. Culture

5. Power

6. Procedural Expectations (such as how decisions will be made and rules and norms)

Front 51

This occurs when individuals agree, but, because of poor communication, they believe that they disagree?

Back 51

Pseudo-Conflict

Front 52

This occurs when two people's goals or ideas are mutually exclusive or incompatible. It is called this because the issues are clear and each party understands the problem?

Back 52

Simple Conflict

Front 53

This occurs when individuals become defensive about their positions b/c they think they are being personally attacked?

Back 53

Ego Conflict

Front 54

This conflict management style is one in which a person attempts to ignore disagreements?

Back 54

Avoidance

Front 55

This conflict management style is one in which the person gives in to the wishes of the other to make the conflict go away?

Back 55

Accommodation

Front 56

This conflict-management style occurs when people stress winning a conflict at the expense of one or more other people?

Back 56

Competition

Front 57

This style of conflict management attempts to find a middle ground-a solution that somewhat meets the needs of all concerned?

Back 57

Compromise

Front 58

This conflict management style has a high concern for both yourself and others. Group members who use this view conflict as a problem to be solved rather than as a game in which some people win and others lose?

Back 58

Collaboration

Front 59

This is the illusion of agreement-a type that occurs when a group strives to minimize conflict, maximize cohesiveness, and reach a consensus without critically testing, analyzing, and evaluating ideas?

Back 59

Groupthink

Front 60

What are the three factors to be aware of in every small group?

Back 60

1. Risky Shift

2. Speed and Efficiency

3. Group Task

Front 61

What are two dilemmas facing group decision making?

Back 61

1. Efficiency

2. Creativity

Front 62

What are some risky behaviors associated with small groups (risky shift)?

Back 62

1. Groups gamble more

2. Make riskier decisions

3. Select alternatives with bigger payoffs and lower probability of attainment.

4. Offer anonymity

Front 63

What are the steps to achieve structuring?

Back 63

1. Evaluation

2. Interdependence

3. Norms

4. Roles

5. Networks

6. Coping Behavior

Front 64

How should information flow in a group?

Back 64

1. Naturally

2. Quickly

Front 65

No meeting should last longer than?

Back 65

45 minutes

Front 66

What are the steps/components of a good meeting?

Back 66

1. Roses and Onions

2. Follow up from last meeting

3. Rewards and Recognition for Individual Team Members

4. Professional Development

5. General Announcements

Front 67

This is the component that discusses what the team is doing right?

Back 67

Roses

Front 68

This is the component that discusses where the team needs improvement?

Back 68

Onions

Front 69

What are the dimensions that make one credible?

Back 69

1. Competence

2. Character–honesty and consistency

3. Dynamism–communicates confidence and inspires others

Front 70

What are the defining features of credibility?

Back 70

1. Source Characteristics

2. Situational Variables

Front 71

How to build credibility?

Back 71

1. Maintain eye contact

2. Use gestures to add emphasis

3. Maintain open and relaxed posture

4. Voice, strive to sound confident

5. Clothing

Front 72

How to develop quality relationships with followers?

Back 72

1. Display consistent behavior and values

2. Understand and appreciate constituents

3. Speak a common language that encourages working together.

4. Develop skills and self confidence in others.

5. Help keep hope alive by uplifting and boosting spirits

Front 73

What are the stages of credibility?

Back 73

1. Initial 2. Derived 3. Terminal

Front 74

These are characteristics people bring with them such as their reputation, personal appearance, occupation, and martial status?

Back 74

Initial Credibility

Front 75

This is what a communicator says and does and involves content and reasoning and long with organization of ideas, delivery, and language?

Back 75

Derived Capability

Front 76

This is what you are left with after a message is delivered and a speaker leaves?

Back 76

Terminal Credibility

Front 77

All needs except/that are below self-actualization because they are filled by drawing on the resources of others?

Back 77

Deficiency Needs

Front 78

This results when a person has to choose b/w two or more equally attractive/disdainful or mutually exclusive alternatives?

Back 78

Intrapersonal Conflict

Front 79

This involves a situation in which our desires/intentions are perceived as being in opposition with those of another person?

Back 79

Interpersonal Conflict

Front 80

These are voiced differences that begin and end with the words, "I say that", "You say that"?

Back 80

Disagreements

Front 81

This turns disagreements into a conflict?

Back 81

Action

Front 82

This is a productive style that occurs when one has little concern for self and others. Examples include: take flight, ignore, leave the room, joke, be too buys to talk, etc. People who play this role are often viewed as the "silent observer"?

Back 82

Avoidance

Front 83

Techniques for resolving conflict include?

Back 83

1. Present Orientation

2. Breaking Down Conflict

3. Rules for Negotiation

Front 84

This is discussing whatever the problem is now. You want to avoid trying to solve this problem by discussing other problems the group has encountered previously?

Back 84

Present Orientation

Front 85

This is conflict discussed in terms of choices that are presented in certain situations?

Back 85

Levinger

Front 86

What are Maslow's 4 types of conflict situations?

Back 86

1. Sheer Choice

2. Multiple Choice

3. Multiple Goals

4. Catastrophic Conflict

Front 87

This looks for reasons for conflicts in a situation. Says there is always a stated reason and a hidden reason (manifest conflict and hidden conflict). The real conflict is always based on a hidden reason?

Back 87

Deutsch

Front 88

How often a group meets depends on two things?

Back 88

1. Logical Considerations

2. Information Considerations

Front 89

What are the decision making strategies that groups can choose from when problem solving?

Back 89

1. Decision by Consensus

2. Decision by Majority Vote

3. Decision by Expert

4. Decision by Leader

5. Random Choice

6. Averaging individual rankings

Front 90

This is the ideal manner to deal with problems and occurs when all member of the group agree on a particular course of action. It is the most time consuming and dangerous and requires full cooperation and involvement?

Back 90

Decision by Consensus

Front 91

This is a way to make swift decisions and often results in an unsatisfied minority?

Back 91

Decision by Majority Vote

Front 92

This is when an outside member is invited to make a decision based on expertise or an expert group member makes the decision for the others?

Back 92

Decision by Expert

Front 93

This is when the leader gives up position as impartial member?

Back 93

Decision by Leader

Front 94

This is not recommended for groups who take decision making seriously; bypasses the need for discussion?

Back 94

Random Choice

Front 95

This can have a positive effect when wishing to hear the views of all group members but does not take advantage of members various talents?

Back 95

Averaging Individual Rankings or Ratings

Front 96

This is when members feel they are getting the attention and respect they deserve; members feel that their place in group is right in their own eyes; members getting the attention and respect they deserve?

Back 96

Status Consensus

Front 97

This is based upon identification and liking relations?

Back 97

Attraction Principle

Front 98

This principle is based on liking those who reward us and disliking those who punish us?

Back 98

Reinforcement

Front 99

This principle can predict who we are attracted to by adding up all the rewards a person is likely to provide and balance them against the punishments the person likely to inflict thus arriving at?

Back 99

Total Reward Index

Front 100

These occur when people are responsible for their own fate, or get what they deserve. We like/attracted to those who succeed?

Back 100

Accidental Happenings

Front 101

This relies on equity theory/source orientation. Says we tend to dislike those whom we have harmed or injured. Our attitudes toward others are consistent with our treatment of them?

Back 101

Unjust Treatment

Front 102

This is the physical distance b/w people as linked with popularity, attraction, and repulsion. Please close to each other will reward each other and limit punishments?

Back 102

Propinquity

Front 103

What are the social power/power bases?

Back 103

1. Informational Power

2. Reward Power

3. Coercive Power

4. Expert Power

5. Referent Power

6. Legitimate Power

Front 104

This is the persuasive content of message, logic displayed, ability to reason, demonstrated superiority of knowledge, support material, and relationship of power to received?

Back 104

Informational Power

Front 105

This is the ability of the agent to provide positive sanctions if recipient complies with agents request. Ability to remove negative sanctions. Rewards should be perceived as worthwhile and within agents to bestow?

Back 105

Reward Power

Front 106

This is the ability of an agent to punish recipient if he or she does not perform in a specific manner. Threat of punishment is often enough to motivate people to comply with request. Excessive use can cause people to dislike agent.

Back 106

Coercive Power

Front 107

This is when the agent has power in situation b/c we attribute to person superior/specialized knowledge, expertise, certain skills. Every person has some of this?

Back 107

Expert Power

Front 108

Key words associated with this include "I want to be like you." You do what person ants out of respect, liking, wanting to be like the person?

Back 108

Referent Power

Front 109

This is the assigned rights of power. Assigned by external power source?

Back 109

Legitimate Power

Front 110

***What are the phases of attraction and what makes them unique?***

Back 110

1. Initial Attraction: Based on object properties and is a transitory phase that passes as communication occurs. IN the phase people tend to be treated as objects based on; physical attributes, dress, appearance, person mannerisms, and group affiliations.

2. Intermediate Attraction: Based on human communication with an emphasis on social rewards In this phase if a person reciprocates our attraction we derive pleasure from the relationship. This satisfaction and similarity allows more to communicate about and we become dependent on on people in the transaction and desire continued reinforcement and positive feedback. In this phase we communicate to: determine similarities and establish mutually beneficial reasons to continue the relationship.

3. Long Term Attraction: We become more comfortable in the presence of this person and are less concerned with social reinforcement. For example we are willing to tolerate silence, negative feedback, and idiosyncratic behavior.

Front 111

***Stages to campaign for power in groups?***

Back 111

1. Identification with and support from low status people. This means to seek to develop a power base within a group by communicating in the following ways: frequency of interaction, visibility, rewards, reinforcement, establish similarities and credibility, and to build interpersonal attraction. Once identification occurs the shift must be to interacting with high status members.

2. Interaction with High Status Members: This involves recognition by high status members. In other words, people in high places need to know you are alive, acknowledge your presence. Once achieved you have a power base and have support from other groups.