Final Exam Flashcards
(32 cards)
Six steps of The standard Agenda
Problem Identification, Problem Analysis, Solution Criteria, Solution Suggestions, Solution Evaluation and Selection, Solution Implementation
Problem Identification
What’s the Question?
a. A question of fact asks whether something is true and to what extent.
b. A question of value asks for an evaluation of the desirability of an object, idea,
c. A question of policy asks whether a specific course of action should be undertaken to solve a problem
Problem Analysis
Causes and Effects
a. analysis paralysis, or bogging down by analyzing the problem too much,
Solution Criteria
Setting Standards
a. Standards by which decisions and solutions to problems can be evaluated are called criteria
Solution Suggestions
Generating Alternatives The problem
Solution Evaluation and Selection
Deciding by Criteria
Solution Implementation
Follow-through
a. Force field analysis, groups brainstorm a list of driving forces —those that encourage change—and restraining forces —those that resist change.
Multiple Sequence Model
groups moving along three activity tracks: task, relational, and topic.
Group consensus
based on the unanimity rule.
Integrative Problem solving Technique
is a creative approach to conflicts of interest; it searches for solutions that benefit everyone.
- Expanding the pie refers to increasing the resources as a solution to a problem.
- Bridging offers a new option devised to satisfy all parties on important issues.
Three (3) forms of power
- Dominance
- Prevention
- Empowerment
Power indicators
- General
- Verbal
- Nonverbal
Power resources
- Information
- Expertise
- Punishment & Rewards
- Personal Qualities
- Legitimate authority
Responses to powers (AKA: C-A-R-D-S)
- Compliance
- Alliance
- Resistance
- Defiance
- Significance
Conflict
the expressed struggle of interconnected parties
o The struggle must be expressed
o Behavior must produce consequences for other members
o Involves interference from each other in attaining goals
Destructive Conflict
characterized by dominating escalating competing having inflexible communication patterns
o Conflict is pushed to unmanageable levels
o Focused on hurting opponent
o Engage in petty tactics to win
o Emotions take over- conflict is purely emotional
Constructive Conflict
Characterized by being cooperative, deescalating of pettiness, we-oriented, flexible communication patterns.
o Focus on achieving a solution
o Allowing parties to agree or disagree while maintaining cordial relationship
Styles of Conflict
Collaborating Accommodating Compromising Avoiding Competing
Collaborating
win win approach (confrontation, integration, smoothing)
Accommodating
yields to concerns, high concern for social relationship
Compromising
tries to balance the need of everyone involved. Give up something for something else.
Avoiding
removing oneself from potentially unpleasant struggles
Competing
win-lose, aggressive not assertive
Ways of negotiating conflict
Tit or Tat
Reformed sinner
Positional bargaining
Principled Negotiation
