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Corr 100 FINAL > chapter 10 > Flashcards

chapter 10 Flashcards

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1
Q

conflict

A

opposition

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2
Q

psychological conflict

A

internal conflict. according to Freud, life itself is a continuing saga of conflict. the conscious rational ego must balance the opposing parts of the psyche and reconcile primitive biological urges with the demands presented by civilized society

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3
Q

interpersonal conflict

A

fighting, or a struggle for mastery, between people

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4
Q

intergroup conflict

A

struggle or opposition between two or more groups

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5
Q

intragroup conflict

A

fighting or struggle for mastery within the same group (the social equivalent of intrapsychic conflict, where the disequilibrium is all inside)

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6
Q

intrapsychic conflict

A

conflict that takes place within the individual. see also psychological conflict.

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7
Q

approach-approach conflict

A

a type of conflict in which two desirable things are wanted, but only one opposition can be chosen

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8
Q

avoidance-avoidance conflict

A

a type of conflict in which one is faced with two equally unattractive alterntives

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9
Q

approach-avoidance conflict

A

a type of conflict in which there are attractive and unattractive aspects to both choices involved

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10
Q

dysfunctional conflict

A

the type of fighting or struggle for mastery that hinders group performance and upsets personal psychological functioning

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11
Q

functional conflict

A

conflict that is productive and leads to improvement or innovation

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12
Q

interactionist perspective

A

view that conflict can contribute to innovation, creativity, energy, and growth

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13
Q

orientation

A

the psychological stance toward conflict that each individual possesses, based on his or her beliefs, perceptions, motivations, intentions and behaviors. the three conflict ________ are: constructive, passive-defensive, and aggressive-defensive

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14
Q

conflict orientation

A

is psychological and involves one’s perceptions, motivations and predispositions, as well as beliefs and intentions

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15
Q

predispositions

A

a natural inclination, this is one of the factors used in defining conflict orientation

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16
Q

beliefs

A

one of the elements that contributes to one’s psychological orientation to conflict

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17
Q

perceptions

A

the means by which we become aware of our physical and social surroundings

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18
Q

motivations

A

the impetus to act

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19
Q

intentions

A

part of one’s psychological orientation toward conflict

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20
Q

behaviours

A

our predisposition to act in a certain way is evidence, in part, of our psychological orientation to conflict

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21
Q

constructive orientation to conflict

A

the vantage point which regards conflict as something normal and commonplace

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22
Q

realistic

A

using analytical abilities to clarify and discuss issues

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23
Q

pragmatic approach

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A

the approach taken by people who adopt the constructive orientation to conflict

24
Q

self-empowered

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A

a characteristic of individuals who adopt a constructive orientation to conflict. they are internally centred, recognizing that their power comes from inside themselves and not from associations with others, wealth, or expertise

25
internally centred
a characteristic of people choosing a constructive orientation. they recognize that their power comes from inside themselves and not from associations with others, wealth, or expertise
26
conciliatory
individuals with a constructive orientation to conflict assume that people are basically well-intentioned and that they prefer to work through differences in a fair and reasonable fashion
27
fair
the manner in which individuals with a constructive orientation to conflict tend to work through differences
28
reasonable
the fashion in which constructively oriented people work through differences. they use their analytical abilities to clarify and discuss issues
29
objective perspective
people with a constructive orientation are able to distance themselves from the unpleasantness often associated with conflict and refuse to be diverted by irrelevant side issues
30
passive-defensive orientation
people with this orientation view conflict as threatening. they believe that conflict is unnecessary and destructive
31
accommodating
a conflict resolution strategy stressing the importance of relationships and minimizing the value of personal goals
32
insulate
a tendency of individuals with a passive-aggressive orientation to conflict to hide from controversies and disputes
33
avoiders
people who withdraw from conflict or deny it
34
regulate
a strategy adopted by passive-defensive individuals to avoid conflict by staying in the background trying to shame antagonists into more co-operative behaviour
35
aggressive-defensive orientation
an orientation that tends to intensify or escalate conflict. individuals with this orientation believe that competence - particular intellectual prowess - is key to their acceptance by others
36
escalate
to intensify conflict by means of aggressive-defensive behaviour
37
aggrandize
a desire common to aggressive-defensive individuals - the primary strategy is to build themselves up at their opponents expense, camouflaging their own inadequacies by highlighting those of others
38
dominator
a variation of the aggressive-defensive orientation to conflict. the dominator seeks the high ground of power and authority
39
power
an inappropriate bias from which aggressive-defensive individuals seek to dictate relationships
40
authority
an inappropriate basis for rational justification when values or normative issues are concerned
41
force
an aggressive mode of manipulating others
42
competition
the way in which individuals who possess the aggressive-defensive orientation view conflict. to these individuals, conflict becomes a contest in which people either gain or lose status
43
perfectionism
the way in which some individuals express their aggressive-defensive orientation. they set unrealistic standards and demand the impossible from others. by explicitly or implicitly communicating that others have failed or fallen short, a position of (dishonest) superiority can be maintained
44
conflict management style
the strategy one chooses to use in any given situation, depending on how important goals and relationships are to that individual. the styles are: accommodating teddy bear, collaborating owl, compromising fox, competing shark and avoiding turtle
45
goals
one of the two major concerns people have when they get into a conflict (the other being relationships)
46
relationships
concerns that must be taken into account when you are in conflict
47
forcing/competing
a conflict management style characterized by aggressive behaviour
48
avoiding/withdrawing
a conflict management style that is unassertive and uncooperative
49
accommodating/smoothing
a conflict resolution strategy stressing the importance of relationships and minimizing the value of personal goals
50
compromising
the conflict management style adopted by foxes, who are very concerned with both goals and relationships. they try to resolve interpersonal conflicts through concessions
51
collaborating/problem confronting
the conflict management style adopted by Owls, who view conflicts as problems to be solved
52
win-win conflict resolution
the ideal resolution to a conflict in which everybody benefits and nobody loses
53
cognitively egocentric
the tendency to see problems and conflicts only from one's own psychological standpoint
54
bad faith
a psychological climate contributing to dishonest negotiations
55
honourable intentions
a necessary ingredient used used in negotiating in good faith. in order to negotiate in this way, the individuals must not use dishonesty, deception, or misrepresentation

Corr 100 FINAL (5 decks)

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