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TEST 3 LEADERSHIP > LEADERSHIP TEST 3 2018 > Flashcards

LEADERSHIP TEST 3 2018 Flashcards

1
Q

what are the learning objectives to diversty

A

Understand the importance of diversity for effective TR Leaders
Examine the construct of culture and its relation to TR Services
Assess the dimensions of diversity
Evaluate the concept of privilege
Techniques to effectively meet the needs of diverse cultures

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2
Q

TR leader responsiblities

A

To all potential constituents
Protect leisure experiences
Facilitate leisure experiences
Enhance leisure experiences

Set environment conducive to…
Belonging
Personal growth
Offer variety of experiences

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3
Q

What is diversity in leadership ?

A

Celebrate differences
Respect viewpoints
Goal = Social justice

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4
Q

what is Hegemony?

A

The predominant influence, as of a state, region, or group, over another or others- people in power controlling how we think and feel about the world

Hegemonic assumptions that you are aware of?

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5
Q

How can we prevent/ reduce hegemony ?

A

by understanding and respecting diversity

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6
Q

What are Stereotypes?

A

Stereotypes:

Assumptions
Judgments
Simple & Exaggerated

Can be:
Negative/Hostile
Positive/Benevolent

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7
Q

What is Prejudice?

A

Prejudice:

Preconceived belief
Emotional element – often an irrational judgement

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8
Q

what is discrimination?

A

Discrimination:

Acts made on the basis of prejudice
Differential treatment of one group which may create a disadvantage for another group

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9
Q

Stereotypes/Prejudice/Discrimination are perpetuated by:

A 
Denying they exist
Ignoring/Accepting them
Denying they affect our lives
Denying they affect other’s lives
Supporting them through behaviors
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10
Q

What can leaders do ?

A

Become culturally competent
Acknowledge & honor differences
Understand related stresses

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11
Q

Dimensions of Diversity

A

Core (primary) dimensions [the middle of the circle)
Traits or characteristics on which we differ

Secondary dimensions [the outside of the circle]
Judgments made based on various dimensions

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12
Q

What is culture ?

A 
Ways people act and live life
Multidimensional, continuous
Answers “Who am I?”
Dynamic, evolving – What changes in culture have we seen in last 20 years? 
socially constructed?
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13
Q

what is surface culture ?

A 
Tip of the iceberg”
Words
Behaviors 
Customs 
Traditions
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14
Q

what is also known as the “ tip of the iceberg” ?

A

surface culture

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15
Q

What is Deep Culture?

A

“Submerged part of iceberg”

Beliefs
Worldviews
Assumptions 
Values
Thought processes

*Difficult to understand if from different cultural background

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16
Q

what is also know as the “submerged part of the iceberg”

A

Deep Culture

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17
Q

What are some Changes in Diversity Issues

A

Institutional discrimination

Goes beyond personal attitudes

Perpetuated by norms of a dominant culture

*Not always intentional

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18
Q

Ways that a recreation organization can be discriminatory by accident

A 
sex/ gender
age
Sexual Orientation
Physical/Cognitive Abilities
Privileges
Ethnicity/Race
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19
Q

sex/ gender

[Ways that a recreation organization can be discriminatory by accident]

A

Sex = Biology
Gender = is socially constructed
Favoring male, masculinity

Stereotyping based on sex
Women nurture
Men work on tasks

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20
Q

age

[Ways that a recreation organization can be discriminatory by accident]

A 
Teens ≠ Self-serving, lazy
Elders ≠ Feeble
Baby-boomer impacts
Older adults 
Longer, healthier lives
More older women
Most older adults live in LTC
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21
Q

sexual orientation

[Ways that a recreation organization can be discriminatory by accident]

A

Gay, lesbian, bisexual, transgendered, or heterosexual
Trait is hidden
Engenders strong social reactions

*Concerns
Homophobia (subtle, abusive)
Isolation, social rejection

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22
Q

physical / cognitive abilities

[Ways that a recreation organization can be discriminatory by accident]

A 
Consider impacts of physical and/or cognitive abilities and qualities
Height, weight, appearance
Physical impairments
Chronic health issues
Developmental disabilities
Mental, emotional, psychological issues
Address accommodation needs
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23
Q

Give examples of Privileges

[Ways that a recreation organization can be discriminatory by accident

A 
White Privilege
Male Privilege
Heterosexual Privilege
Upper Class Privilege
Age Privilege
Able Bodied Privilege
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24
Q

Ethnicity/Race

[Ways that a recreation organization can be discriminatory by accident

A 
Race = Genetic makeup
Ethnicity = Commonalties passed through generations
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25
Q

how can recognizing privilege result?

A

in feelings of guilt and isolation. It’s important to acknowledge these feelings as normal, and also to affirm the huge step taken by everyone simply by participating thoughtfully and reflecting on what these privileges mean within their lives.

*The goal is not to be paralyzed by guilt but rather to build deeper relationships and to move forward in working against systems of oppression.
Develop cultural competency

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26
Q

what it Cultural Competence?

A

Awareness of & sensitivity to our own values, biases, & perceptions
Knowledge of individual cultures
Verbal & nonverbal communication skills

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27
Q

what are 4 Benefits of Diversity

A

Strength and creativity
stronger and better problem solving
exciting unique view points
ability to see the entire picture

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28
Q

Cultural Competence Continuum Chart

A 
cultural DESTRUCTIVENESS
cultural INCAPACITY
cultural BLINDESS
cultural PRE-COMPETENCE
cultural COMPETENCE
cultural PROFICIENCY
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29
Q

What Leaders Can Do improve our cultural competence?

A

Consider race/ethnicity
Consider sexual orientation
Consider physical/cognitive abilities & qualities

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30
Q

what are PHYSICAL was to include cultural competence

A 
Physical-
Widen doorways
Install entrance ramps
Harden a playground surface
Add Braille signage/print materials
Provide voice recognition software
Install TTY lines
Ensure web accessibility
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31
Q

what are FUNCTIONAL ways to include cultural competence

A 
Functional-
Educate, train staff
Employ intake assessments
Ask questions to determine needs
Be prepared to make accommodations
Know how to modify activities 
Rules
Facilities
Equipment
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32
Q

what are SOICAL ways to include cultural competence

A 
Social
Educate, train participants 
Model acceptance, inclusion
Develop policies to support inclusion
Do not tolerate disparaging remarks, jokes or other social exclusion
Use “person-first” language
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33
Q

what does inclusion mean ?

A 
A philosophy or value
Physical, social inclusion
Being with others who share similar interests
Having accessible facilities, areas
Receiving needed accommodations
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34
Q

what are some words to describe Pluralistic Leaders

A

Multicultural, pluralist. Multiethnic, mixed, diverse, international, multinational, comopolitan, broad- base

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35
Q

What kind of leader do you want to be?

WHAT IS A SALAD BOWL

A

salad bowl-This idea recognizes each culture as different s, where each of these cultures is kept as an essential part to make up the whole. Every distinctive culture or belief is considered to be one of the tastes or ingredients that contributes in forming the whole; therefore its original shape and characteristics are maintained.

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36
Q

what kind of leader do you want to be?

MELTING POT

A

Melting pot- Its basic idea presents the whole nation as one large pot. Anyone who enters is automatically thrown into this “pot”. All the cultural aspects that one brings into are blended together, or melted, to form a new culture.

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37
Q

DIVERSITY - PRIMARY CORE DIMENSIONS

A 
sexual orientation
ethnicity
age
physical qualities
gender
race
38
Q

DIVERSITY- SECONDARY OUTTER DIMENSIONS

A 
work back ground
geographic location
marital status
military experience 
Religious Beliefs 
Education
Parental Status
Income
39
Q

stereotype: Cognitive

A

“how do I categorize and “label” a person

40
Q

Prejudice : Affective

A

“how do I feel about a person? What are my attitudes towards him /her”

41
Q

discrimination: Behavioural

A

How do I act towards a person?

42
Q

what is motivation

A

comes from the Latin word
Movere meaning “_MOVE___”
It refers to the moving force that energizes, directs & sustains human behaviour

Motivation is a very personal/individual thing;
they may not be motivated to do as the leader desires nor to behave as deemed appropriate

43
Q

Types of Motivation

A

Intrinsic

Extrinsic

44
Q

When an individual has an imbalance Physically – Psychologically – Socially
He or she has a NEED list some example

A

lack of sleep, food, water & sex

45
Q

Maslow’s Hierarchy

A

Offers a clear look at the primary motivators of participants
People will act to meet lower order needs before striving for higher order needs

46
Q

Physiological Needs

[Maslow’s Hierarchy]

A 
Self actualization
Esteem
Social
Safety
physiological
47
Q

Physiological Needs

[Maslow’s Hierarchy]

A

Physiological Needs

Fulfillment of needs for food, water, shelter, sleep, sexual expression.

48
Q

Safety-security

[Maslow’s Hierarchy]

A

Safety-security

Need to protect oneself from harm. Feeling of ease and comfort with one’s surroundings.

49
Q

Love and Affection

[Maslow’s Hierarchy]

A

Love and Affection

The need to give and receive affection. A feeling of belonging to social groups of some type.

50
Q

Self-esteem

[Maslow’s Hierarchy]

A

Self-esteem

Respect for oneself and for others. Obtaining and giving possessions as a function of personal expression.

51
Q

Self-Actualization

[motivation]

A

Movement toward fulfilling one’s potential. Pursuit of growth. Relatively independent of cultural and social pressures to conform.

Enlightenment

52
Q

THE MOTIVATION PROCESS

A 
Unsatisfied need
Tension
Drivers
Search behavior
Satisfied need
Reduction of the tension
53
Q

What does a unsatisfied need create?

A

It creates tension that stimulates the drive within an individual to generate a search behavior to fins particular goals, if attained, will satisfy the need to reduce tension

54
Q

the process of motivation

A

The process:

Internal drive that causes certain behaviour to occur which are directed toward achieving a goal

55
Q

3 Factors of Motivation

A

Achievement
Power
Affiliation

56
Q

McClelland’s View on Motivation

A

Believes all people are motivated by 3 factors:
Achievement- personal accomplishments & contributions to society
Power – personal status
Affiliation – need to belong to a group

Individual’s strive to FIX imbalances through various actions

57
Q

FLOW

A

Csikszentmihalyi
Refers to a zone of enjoyment/pleasure that exists between boredom and anxiety

Level of perceived skill must match level of perceived challenge

58
Q

Facilitating Motivation

A

Provide environment that directs a person’s motivation

An environment can be manipulated physically, psychologically and socioemotionally

59
Q

Leader Facilitation

A

Physical Environment - through use of room colours, music, smell, temperature

Psychological Environment- create conditions that encourage achievement, mastery of skills, esteem, knowledge, challenge, communicate expectations of success

Socioemotional Environment-affect one’s sense of belonging and feelings – group size, supportive environment

People become involved if they think they will be successful – motivated to take part rather than act out

60
Q

Concept of FlowMatching Skill with Challenge CHART

A

flow goes through the middle
with anxiety on top and boredom on the bottom
level of challenge on the left align
and level of skill on bottom

61
Q

what is conflict ?

A

An expressed struggle between two or more independent people who perceive differences in goal activity

62
Q

The Role of Communication in conflict

A

Creates, reflects & acts as a vehicle for the productive mgmt of conflict

63
Q

what are some benefits of conflict ?

A 
Helps establish a shared vision
Serves as a catalyst for change
Contributes to group growth
Results in self-examination
Requires thoughtful justification
Provides a sense of identity
Stimulates creativity
Strengthens commitment
64
Q

what is conflict resolution ?

A

The process of resolving disagreements with the use of specific conflict resolution skills

expressing emotions clearly
specifically defining the problem
reflective listening
creative brainstorming

65
Q

Struggle Spectrum

A

Mild difference to violent interaction
May occur in minutes
Affects all ages
Culture affects expression of conflict
Sometimes leader intervention is required
Sometimes participants can work out differences on their own

Escalation
Raise your voice
Stand up
Invade other person’s space 
Other people take sides
Say, “You always”
People feel threatened
Acting out of strong emotions
66
Q

KETLER Struggle Spectrum Degrees of Conflict

A 
Fight
Litigation
Campaign
Argument
Disagreement
Mild difference
67
Q

Process of De-escalation (from conflict)

A 
Speak in a calm, low volume voice
Open posture
Relax your face
Talk directly
Focus on the problem
Express emotions appropriately
Own your emotions
68
Q

what are some Reasons & Sources of Conflict

A

3 basic sources :

Distribution of resources
Individual psychological needs
Value differences

69
Q

Approaches to Conflict

A

Avoidance
”What problem? There’s no problem.”

Accommodation
doing as the other needs or requests

Competition
one-up relationship

Compromise
each side gives or concedes

Collaboration
each individual works towards meeting the goals of the other

70
Q

Avoidance

[approaches to conflict]

A 
Avoidance
Unassertive
Lose-Lose situation (usually)
Often a result of fearing a loss of relationship
Shows lack of self-confidence
71
Q

Accommodation

[approaches to conflict]

A 
Accommodation
Low assertiveness
Lose-Win situation
Obliges other’s needs, often at the expense of one’s own needs
“Whatever you want”
72
Q

Competition

[approaches to conflict]

A 
Competition
High assertive
Perceived as Win-Lose situation
Individualist in nature
One seeks to overpower others
73
Q

Compromise

[approaches to conflict]

A 
Compromise
Somewhat assertive and cooperative
Weak Win-Win situation
Each concedes a little
Give and take
Often unsatisfying to all parties
74
Q

Collaboration

[approaches to conflict]

A 
Collaboration
Most preferred
Win-win situation
Demonstrates concern for self and others
Combine resources to move ahead
75
Q

How should we manage conflict ?

[Assertiveness is a combination of respect for self & others]

A

Aggressive Behaviours
humiliate or degrade

Passive Behaviours
failure to express one’s own feelings

Manipulative Behaviours
coerce others to benefit self

Assertive Behaviour
being direct & honest

76
Q

5 Intercultural Conflicts

A

Collectivism vs. Individualism- group vs. self

Uncertainty avoidance- structured vs unstructured

Power distance- upper vs lower class

Masculinity- male vs female

Long-term orientation- now vs later

77
Q

how can Intercultural Conflicts be managed?

A

Active listening, cultural competence, trust, refrain from quick judgments

78
Q

Effective Conflict Managers

A 
Understand perceptions
Are aware of own feelings
Focus on the entire situation
Understand varying viewpoints
Express empathy positively
Develop and build trust
79
Q

how to use Effective Conflict Management

A 
Address emotional issues first
Clarify your own biases
Practice no-fault thinking
Take charge of own feelings
Step back; identify all viewpoints
Respond positively
Remember: This is a process
Use “I” language
Avoid power plays
Chronemics
80
Q

Seven-Phase Conflict Model: Prelude

A 
Know the people involved
History, experiences
Cultural values and perspectives
Foundational beliefs
Communication styles
End desires
81
Q

the steps of the seven phase conflict model

A 
Define objectives 
Identify the problem
Analyze and interpret data
Facilitate soultions
Select best solution
Generate and implement 
Evaluate results
82
Q

what is the mediation process?

A

The Mediation Process:

Step 1 – Set the Tone
Step 2 – Define & Discuss the Conflict
Step 3 – Summarize Progress
Step 4 – Explore Alternative Solutions
Step 5 - Set a Time for Follow-up
83
Q

what are emotions while dealing with conflict?

A 
Behavioral
Expressed emotion
Physiological
Way emotion feels to the body
Muscle tension
Headache
Increased heart rate
84
Q

Criteria of TR Profession

A

Code of Ethics

Credentialing

Professional Organizations

Standards of Practice

85
Q

what are the code of ethics

A

Code of Ethics

Advocacy, autonomy, benevolence, confidentiality, equality, fidelity, informed consent, professional competence

86
Q

credentialing

A

Credentialing

R/TRO, R/TRO DIP, CTRS

87
Q

Professional Organizations

A

Professional Organizations

Therapeutic Recreation Ontario
Canadian Therapeutic Recreation Association,
National Council for Therapeutic Recreation Certification

88
Q

what are the standards of practice ?

A

Standards of Practice

Assessment, intervention plan, program development, program delivery, documentation, evaluation, program delivery, research, community practice

89
Q

Values Education

A

Allowing individuals to arrive at their own conclusions & opinions regarding values

Should complement basic values of com & society

Should support the values of your organization

Should not impose values upon participants

90
Q

VAULES

A

Values
Principles or standards of behavior

Personally influenced by family background, culture religion, and community

Eg. reliability, dependability, open mindedness, directness, fun, harmony, humor

If we don’t have it will affect your goals, commitment, and passion for life

91
Q

ETHICS

A

Ethics
Guiding principles that conduct an individual or group

Influenced by professional, field, organization

Eg. TRO Code of Ethics

If we don’t have it, we will face peer or societal disapproval

92
Q

MORALS

A

Morals
Principles upon which one judges right or wrong

Influenced by society, religion, and culture

Eg. Having sex before marriage, forgiving others, being tolerant of individual differences

If we don’t have it, it might affect us personally, creating a sense of defeat, depression, discomfort, and remorse

TEST 3 LEADERSHIP (1 decks)

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