Exam 2 Flashcards
(132 cards)
1
Q
sedimentation
A
the process by which repeated everyday practices create a “structure” for performance in the future, as a river deposits sediment that alters or maintains its course over time
2
Q
structuration theory
A
points to the regularities of human relationships that act as rules and resources drawn on to enable or constrain social interaction
3
Q
industrial time
A
the attention to punctuality and dedication to a task that is connected with the nature of industry (clocking in, clocking out, lunch breaks)
4
Q
relational goals
A
typically involve intimacy and support and usually serve recreational or supportive purposes
5
Q
instrumental goals
A
are predominant at work and are directed at completion of duties
6
Q
professional face
A
the behaviors, courtesy, and comportment that are appropriate for people to present to others in a workplace
7
Q
formality/ hierarchy
A
creates distance between workers and management and can represent a strain or restraint on relationships as an individual is forced to adopt a professional face rather than a personal identity when dealing with people at work
8
Q
sexual harassment
A
any unwelcomed sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment
9
Q
vocational anticipatory socialization
A
the preparation for becoming a worker starting from early childhood
10
Q
instrumental support
A
type of action-facilitating support performing tasks for someone
11
Q
emotional support
A
type of nurturing enabling people to express their feelings and to have those feelings validated by others
12
Q
esteem support
A
type of nurturing support making someone feel competent and valued
13
Q
communication privacy management theory
A
explains how people create and manage privacy boundaries in their relationships
14
Q
informational support
A
type of action-facilitating support providing someone with information in order to increase his or her knowledge and understanding of health issues
15
Q
nurturing support
A
helping people feel better about themselves and the issues they are experiencing
16
Q
action-facilitating support
A
providing information or performing tasks for others
17
Q
Selective Listening
A
When people focus on the points of a message that correspond with their views and interests and pay less attention to those that do not
18
Q
Egocentric Listening
A
When people focus more on their message and self-presentation than on the message of the other person involved in an interaction
19
Q
Critical Listening
A
Judging what you hear
The process of analyzing and evaluating the accuracy, legitimacy, and value of messages
20
Q
Relational Listening
A
Recognizing, understanding, and addressing the interconnection of relationships and communication
21
Q
Environmental Distraction
A
Obstacle to listening that results from the physical location where listening takes place and competing sources
22
Q
Medium Distraction
A
Obstacle to listening that results from limitations or problems inherent in certain media and technology, such as mobile phones or Internet connections
23
Q
Source Distraction
A
Obstacle to listening that results from auditory and visual characteristics of the message source
24
Q
Factual Diversion
A
When so much emphasis is placed on attending to every detail of a message that the main point becomes lost
25
Semantic Diversion
When people are distracted by words or phrases used in a message through negative response or unfamiliarity
26
Content Listening
When people focus on the content level of meaning, or literal meaning, rather than the social or relational level of meaning
27
wandering thoughts
obstacle to listening involving daydreams or thoughts about things other than the message being presented
28
experimental superiority
obstacle to listening when people fail to fully listen to someone else because they believe that they process more or superior knowledge and experience than the other person
29
message complexity
obstacle to listening when a person finds a message so complex or confusing that he or she stops listening
30
past experience with the source
obstacle to listening when previous encounters with a person lead people to dismiss or fail to critically examine a message because the person has generally been right (or wrong) in the past
31
A formal group is distinguished from other types of groups because it
Helps to run an organization
32
An advisory group is distinguished from other types of groups because it:
Produces a best solution for a problem
33
A creative group is distinguished from other types of groups because it
Evaluates or creates new concepts or products
34
A support group is distinguished from other types of groups because it:
Focuses on advising, comforting, raising consciousness on issues
35
A networking group is distinguished from other types of groups because
membership is not defined
36
the most likely objective of critical listening
Deciding whether or not a message is valuable and useful
37
Forcing others to see every conflict your way, without compromising your views, is typical of this style of conflict management
Dominating
38
Giving up your own positions on a regular basis to satisfy others in a conflict, even when no one else compromises anything, is typical of this style of conflict management
Obliging
39
The cultural approach to conflict that views it as opportunity would likely assume:
Confrontation releases tension
40
A person who comes from a polychronic culture would be most likely to:
Be less concerned about arriving on time for appts
41
A person who comes from a monochronic culture would be most likely to:
Arrive on time
42
Individualist cultures are generally known to:
Focus on personal goals and achievements
43
Collectivist cultures are generally known to:
Emphasize acting for the common good
44
In an organizational setting, a high-context culture would emphasize:
Commitment to people
45
In an organizational setting, a low-context culture would emphasize:
Adhering to set plans
46
Low-context societies are more likely to
- Pay more attention to the details and the logic
| - Pay less attention to contextual issues such as nonverbal communication
47
High-context societies are more likely to
- Consider relationships as important as, if not more than the actual message
48
The textbook authors' perspective that "society is a coded system of meaning" reflects the belief that:
Society is a set of beliefs in which we live
49
The cultural approach to conflict that views it as destructive would likely assume:
People who dispute issues should be disciplined
50
Polychronic views of time are more often found in
High-context societies
51
Monochronic views of time are more often found in
Low-context societies
52
Critical listening focuses on finding fault or disagreeing with messages. T/F
false
53
According to research, listening is the communication activity in which we engage most frequently. T/F
true
54
Listening is the most frequently-taught communication skill at all educational levels. T/F
false
55
Listening is the most frequently used communication skill in secondary and college education. T/F
true
56
According to your text's authors, active listening is sufficient for effective communication. T/F
false
57
The most likely outcome of therapeutic listening
Enabling someone to talk about a problem or concern
58
Interpreting, the third step in the listening process, consists of
Assigning meaning to sounds and symbolic activity
59
Relational listening is best characterized as the ability to:
Understand how communication affects the relationship
60
19. In relational listening, a key question the listener might ask himself/herself would be
Does this message correspond with my understanding of this relationship?
61
Physical location, room temperature, and activity or movement of other people are typical of what distraction?
A) Environmental listening distractions
62
Noise in a cell phone connection, problems with audio in a teleconference, or internet difficulties with an online video conference are typical of what distraction?
Medium distractions
63
Flashy jewelry, an accent you are not familiar with, or frequent verbal nonfluencies such as 'um' and 'you know' are typical of what distraction?
Source distractions
64
Listening to and trying to get down every single point and fact a speaker shares is typical of what distraction?
Factual diversion
65
Being distracted by unfamiliar or offensive words in a speaker's message is typical of what distraction?
Semantic diversion
66
If you ask your partner how he/she is doing and he/she responds "Fine," but is teary-eyed, you need to probe for the deeper levels of meaning to avoid this listening problem
Content or representational listening
67
Listening to a conversation only to find opportunities to talk about yourself and your own experiences is typical of:
Egocentric listening
68
When you hear an ad promising a 'lifetime warranty' on a product and doubt whether or not the offer is 'for real,' you are using critical listening to evaluate the message's:
Plausibility
69
Duck's Relationship Filtering Model suggests that you use others' physical appearance to do the following
Screen out people who do not look as if they would see the world the way you do
70
According to Duck's Relationship Filtering Model, people pay attention to cues about others in the following sequence
Physical appearance
behavior/NVC
roles
attitudes/personality
71
Retrospective RCCUs would be most likely to indicate that one partner...
has returned to the relationship
72
Introspective RCCUs would be most likely to indicate that one partner
is physically absent from the relationship
73
Prospective relational continuity constructional units (RCCUs) would be most likely to that one partner..
is about to be absent from the relationship
74
Personal relationships are characterized by
Uniqueness of the social function performed by the other person
75
Social relationships are characterized by:
Interchangeability of the other person
76
36. Baxter and Montgomery's idea of the autonomy-connectedness dialectic explains:
We are caught between wanting to be independent and wanting to be connected with others
77
Weiss's 'provisions of relationships,' or the areas where relationships give us something special, needed, or valued, include:
Belonging and a sense of alliance
78
6 provisions of relationships
- Belonging and a Sense of Reliable Alliance
- Emotional Integration and Stability
- Opportunity to Talk About Yourself
- Opportunity to Help Others
- Provision of Physical Support
- Reassurance of Worth and Value
79
Interviews are generally less structured than other types of communication. T/F
false
80
In the employment interview, the interviewer and interviewee both have specific responsibilities before during and after the interview. T/F
true
81
It is during the conclusion of an interview that it is critical that participants
negotiate the relational connection between participants and establish the tone of the interview T/F
false
82
Leading questions are those that provide an interviewee with no indication of a preferred way to respond. T/F
false
83
Neutral questions are those that suggest to an interviewee a preferred way to respond. T/F
false
84
Directive interviews are those in which control for the direction of the interview is primarily given to the interviewee. T/F
false
85
Questions about an applicant’s age are always illegal and should not be asked. T/F
false
86
Reframing the interview means that any interview can help us learn, and therefore any interview can be successful T/F
true
87
If illegal questions are asked during the interview process, you may need to seriously question whether the position and the employer are right for you. T/F
true
88
You should reaffirm your interest in the position and request an interview in the final paragraph of the cover letter T/F
true
89
The purpose of the resume is to present credentials in a clear and concise manner. T/F
true
90
Directive
interviews greatly controlled by the interviewer.
91
purpose of the resume
to present credentials in a clear and concise manner.
92
Which type of interview are you least likely to find in a typical workplace?
Exit interviews
93
Which type of interview is always conducted with an expert in a given area providing support and advice?
Helping interviews
94
probing questions
brief statements or words that urge an interviewee to continue or to elaborate on a response.
95
Open questions do which of the following?
A) enable interviews to gather information about an interviewee
B) enable an interviewer to assess the communication skills of an interviewee
C) provide valuable insight in the worldview of an interviewee
ALL
96
questions that do not indicate a preferred response
neutral questions
97
questions that signal a preferred response to the interviewee.
leading questions
98
During the employment interview, the interviewee has responsibilities when?
During all phases of the interview
99
During the conclusion of an interview an interviewer should do which of the following:
A) initiate the conclusion of the interview through a wrap-up signal
B) provide a brief summary of the interview
C) offer sincere thanks for participation in the interview
ALL
100
During the conclusion of an interview an interviewee should do which of the following:
Inquire about a schedule of future contact and decision making if not provided
101
Following the interview, an interviewer should do which of the following:
A) record their reaction to the interviewee along with any additional thoughts or information
B) assess his or her own performance in order to improve both personally and professionally
C) ensure that all interviewees are contacted about the final decision
ALL
102
Which of the following is not one of the purposes accomplished with the cover letter?
to establish the tone of the interview
103
Which of the following would be a preinterview responsibility of both the interviewer and the interviewee?
Preparing questions/answers to questions
104
Bipolar Question
A type of closed question that forces an interviewee to select one of two responses
105
Questions that limit the range of an interviewee’s response
Closed Questions
106
Mirror Questions
Questions that paraphrase an interviewee’s previous response to ensure clarification and to elicit elaboration
107
Employment Interviews
Interviews in which a potential employer interviews a potential employee
108
Primary Questions
Questions that introduce new topics during an interview (contrast with secondary questions)
109
Exit Interviews
Interviews that occur when a person chooses to leave a place of employment
110
Bipolar Question
A type of closed question that forces an interviewee to select one of two responses
111
Disruptive Roles
Those functioning in opposition to group productivity and cohesion
112
Expert Power
That which is derived from possessing special knowledge
113
Formal Power
That which is formally allocated by a system or group to particular people (compare with informal power)
114
Formal Roles
Specific functions to which group members are assigned and that they are expected to perform within the group
115
Group Culture
The set of expectations and practices that a group develops to make itself distinctive from other groups and to give its members a sense of exclusive membership (e.g., dress code, specialized language, particular rituals)
116
Group Norms
Rules and procedures that occur in a group but not necessarily outside it and that are enforced by the use of power or rules for behavior
117
Group Roles
Positions or functions within a group (see disruptive roles, formal roles, informal roles, social roles, task roles)
118
Group Sanctions
Punishments for violating norms
119
Groupthink
A negative kind of consensus seeking through which members place a higher priority on keeping the process running smoothly and agreeably than they do on voicing opinions that contradict the majority opinion (or the opinion of the leader)
120
Informal Power
Operates through relationships and individual reputations without formal status (e.g., someone may not actually be the boss but might exert more influence on other workers by being highly respected; compare with formal power)
121
Informal Roles
Those to which someone is not officially assigned but that serve a function with a group
122
Out-Groups
Cells of disgruntled members who feel undervalued, mistreated, disrespected, not included, or overlooked; these members can be either disruptive or constructive
123
Interdependence
The reliance of each member of a team or group on the other members, making their outcomes dependent on the collaboration and interrelated performance of all members (e.g., a football team dividing up the jobs of throwing, catching, and blocking)
124
Social Roles
those functioning to encourage group members and to develop and maintain positive communication and relationships among group members
125
Socioemotional Leaders
Those focusing on making group members feel comfortable, satisfied, valued, and understood (compare with task leaders)
126
Task Leaders
Those focusing on the performance of tasks to ensure the achievement of group goals (compare with socioemotional leaders)
127
Task Roles
Those functioning to ensure a group achieve its goals and are productive
128
Children and Parents (Patient–Provider Relationship)
The provider clearly portrays a dominant role of expert while the patient assumes a submissive and dependent role; this view of provider and patient relationships is the most traditional and still most common
129
Consumers (Patient–Provider Relationship)
Patients viewing themselves as paying health care providers for specific information and expecting providers to carry out patients’ wishes
130
Machines and Mechanics (Patient–Provider Relationship)
Providers are viewed as competent experts analytically diagnosing a physical problem and then fixing it; patients are passive and allow the expert mechanic to give them a proper tune-up with little or no input or objection
131
Partners (Patient–Provider Relationship)
Patients and providers work together to solve a problem and are viewed as equals, each bringing special knowledge to the interaction
132
This conflict management style generally necessitates a great deal of open discussion about the conflict at hand to reach a solution that completely satisfies everyone involved.
integrating
