EXAM 2 Flashcards
(97 cards)
1
Q
3 Orientations of Power
A
Designated, Either/Or, Both/And
2
Q
Designated
A
Power by position
3
Q
Either/Or (Distributive)
A
Dominance, win/lose, effective vs. distressed system (mostly men)
4
Q
Both/And Denying Power
A
Integrative, win/lose (mostly Women)
5
Q
Relational Theory of Power
A
Property of social relation, than individual
6
Q
Interpersonal Power
A
Ability to influence a relational partner in any context because you control, or at least the partner perceives you Control
7
Q
4 Power Currencies (R.I.C.E)
A
Resource Control
Interpersonal Linkages
Communication Skills
Expertise
8
Q
Resource Control
A
It’s what you have
9
Q
Interpersonal Linkages
A
It’s who you know
10
Q
Communication Skills
A
It’s how you interact
11
Q
Expertise
A
It’s what you can do
12
Q
Passive-Aggressive Behavior
A
Unexpressed anger/refuse to cooperate with people depending on you
13
Q
Power Imbalances
A
High/low, nobody wins
14
Q
Constructive Power Balancing
A
Too little power vs. too much power
15
Q
7 Techniques for Balancing Power
A
Dialogue, Restraint, Interdependence, Calm Persistence, Active Engagement, Empowerment, Metacommunication
16
Q
Dialogue
A
Speak positive, listen, reflect, clarify, question and summarize
17
Q
Restraint
A
High power parties can limit their power by refusing to use all the currencies they have at their disposal
18
Q
Interdependence
A
Low power individuals highlight parties dependencies as a way to balance power…. both can increase sources of power
19
Q
Calm persistence
A
Strategy for increasing one’s power
20
Q
Active Engagement
A
Speak up, clear belief, values and priorities. Uses emotion, con action and states differences
21
Q
Empowerment
A
Third parties are invested with power to intervene on behalf of less powerful people
22
Q
Metacommunication
A
Explicitly discusses how we communicate
23
Q
Conflict Styles
A
Patterned response & clusters of behavior people use in conflict
24
Q
Co-dependence
A
What someone’s does, thinks and feels is dependent upon what someone else does, thinks and feels
25
Collectivist culture
Community works together
26
Individualistic Culture
Works individually apart from others
27
Rahim 5 Conflict Styles
Accommodating (obliging), Integrating, Compromising, Avoiding, Dominating
28
People who are integrative, compromising and dominating flow from
Engaging with others
29
People who accommodate (oblige) or avoid reflect the tendency to
Avoid conflict
30
People who avoid conflict think
Conflict is bad, get nervous in conflict, avoid conflict long, handle it bad
31
Avoidance
Characterized by denial of conflict, changing and avoiding conflict topics, uncommitted and joking rather than dealing with conflict
32
Purpose for Avoidance differs across
Cultures
33
In Collectivistic Cultures, when you avoid conflict others will talk about how to
Heal wounds, make amends and solve conflicts
34
In individualistic cultures, avoidance is either
Cheered on as not taking shit from others or escalators suggestions are communicated instead
35
Avoid/Criticize Loop
Avoiding the topic while criticizing another person directly or indirectly
36
Types of Avoidance Messages
Not speaking, refusing to speak, changing the subject, leaves scene, jokes, laughs/smiles to change the mood or asks questions
37
Postponement
Emotional content of the conflict is recognized while o5er issues are deferred to at a later time
38
Dominating
Characterized by aggressive and uncooperative behavior while pursuing your own concerns
39
Threats
The most commonly used dominating tactic because we believe they are effective
40
Warning
If the source does not control the outcome. EX: if you don’t eat well, you will not be healthy”
41
Promise
If the source does control the outcome and recipient sees the outcome as positive
42
Recommendation
If the source does not control the outcome and it is perceived of as positive
43
Types of Dominating Messages
Verbal aggressiveness, abusive talk, harassment, coercive control and bullying
44
Verbal Aggressiveness
Attacks the self concept of a person
45
Abusive Talk
Attacks a person’s background, abilities, physical appearances and etc.
46
Harassment
Consistent verbal attacks on a person
47
Coercive Control
A form of initiate partner violence and domination
48
Bullying
Begins with verbal aggressiveness then progresses to physical violence
49
Compromise
An intermediate style resulting in some gains and some losses for both parties
50
Types of Compromising Messages
Fairness, split the difference, change roles, meet in the middle, temporary solution
51
Accommodation (Obliging)
Being willing to accommodate for the other person’s needs
52
Types of Obliging Messages
“It doesn’t matter to me”
“Whatever you say”
“I’m cool with whatever”
53
Integrating
Demands the most constructive, engaged engagement of any conflict Styles. Shows high levels of concern for one’s own goal, the other’s goal and the solution and enhancement of the relationship
54
Types of Integrating Messages
“I want what’s best for both of us”, focuses on what is instead of what should be, describes your own experience instead of attributing things to another person
55
Self Serving Bias
People most often view themselves as trying to solve the conflict and see others as using aggressive styles
56
Contextual Features
Relational features
57
Violence
When conflict moves beyond threats, verbal abuse and verbal aggressiveness
58
2 types of Pattern Conflicts
Symmetrical and Complementary
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Symmetrical
Tactics mirror one another
60
Complementary
Tactics/styles differ from one another but mutually reinforcing
61
Stuck/Frozen Pattern
Each time when in conflict, a person repeats the same choices.
62
Emotions in Conflict
Modes of functioning, shaped by natural selection, that coordinate physiological, cognitive, motivational, behavioral and subjective responses in patterns that increase ability to meet the adaptive challenges of situations
63
Feelings
When one truly believes something to be true
64
Model of Emotions
Separated into 4 categories: activation, deactivation, pleasant and unpleasant
65
Functions of Emotions
- Conflict depends on emotional arousal
- Emotional events trigger patterned responses
- Intensity of emotions varies through the conflict process
- Individual personalities are built upon blocks of emotion/behavior
- Emotions are good or bad
- We become emotional because something is at stake
- maturity mediates strong emotion
- relationships are defined by the kind of emotion expressed
66
Organizing Positive Emotions (5 Types)
Appreciation, Autonomy, Affiliation, Status and Role
67
Appreciation
Recognition of value
68
Autonomy
Freedom to think, feel, decide and take action.
69
Affiliation
Emotional connection with others
70
Status
Standing compared to others
71
Role
Effectiveness and meaningfulness of job label, designation of a person and recognition.
72
Anger
A strong feeling of displeasure, defined as a reaction to a perceived threat to person, that range from irritation to rage
73
Fear and Anxiety
Fear leads people to avoid, fear disables the physical and emotional systems as we freeze, anxiety is worry or afraid.
74
Fear makes many humans experience
Vulnerability
75
Anger-Fear Sequence
When one focuses on the “target” of anger, the person or situation that may threaten something valuable.
76
Hurt
An intense emotion that comes from feeling psychologically injured by another person
77
Sadness and Depression
Sadness is not always a negative emotion, sadness can in fact strengthen social bonds. But it can slow down a person, gives a person time to reflect and is adaptable because when feeling sad you are motivated to make change happen.
78
Disgust, contempt and Revulsion
Emotions that move to expel something repulsive.
79
Disgust is an emotion that you
Feel, reflect upon and don’t communicate until you have processed the raw emotion
80
Expressed contempt is like pointing a loaded gun at someone,
Pulling the trigger and then being surprised when the relationship is killed.
81
Shame and guilt play an important role in
Regulating conflict
82
Shame increases
Social cohesion, as long as one does not stay stuck in personal shame.
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Regret can push one to
Action rather than leave them mired in sorrow or helplessness
84
Positive emotions broaden an
Individuals mindset, allowing one to broaden and build
85
When people feel positive emotions (joy, hope, sympathy and empathy) they are more likely to
Think creatively
86
Happiness, Serenity and Contentment all contribute greatly to
Resolving conflicts
87
Positive emotions lead to
Sympathy and empathy
88
Zone of Effectiveness
Conflicts that are worked out in the mid-range of the level of emotional intensity resolve more effectively than those that are left unexpressed or handled with unrestrained emotion
89
Awareness
By far the most essential, powerful resource we have to effect change in working with life’s challenges
90
Compassion
Makes us strong and expanded as conflict managers, since when we are compassionate we make space for our own feelings and the feelings of others
91
Courage
Derived from the Latin root “cor”, Meaning the “seat of feeling, thought”. It involves the courage to bring painful truths into a relationship and the bravery to go into conflict.
92
4 Steps of Responsible Expression of Anger
1. Verbally state the anger
2. distinguish between venting and acknowledging anger
3. Agree that you will never attack each other in a state of anger
4. Work to find the stimulus for the anger.
93
Active Listening
As you listen to someone expressing negative emotion, you will experience the natural tendency to experience your own fear and respond defensively. but you don’t have to agree with feelings to listen respectfully
94
XYZ Formula for Clarity
- When you do X
- In Situation Y
- I feel Z
95
Self Protection from Verbal Abuse
When another person’s anger, rage or contempt burns out of control, you have the responsibility to protect yourself
96
Fractionalization
Reduces the intensity of emotion in conflicts by focusing attention on the sizing of disputes
97
Positive Language
Positive emotions and words help people broaden their thinking, reflect and build on integrative ideas
