Midterm Flashcards

Question

Deustch Conflict: Latent

Answer 1

* Conflict should be occurring but it is not * Ex. Couples have real differences in values but pretend the differences do not matter

Answer 2

* Someone might have an objective reason for conflict and perceive it exists, but has perceptions of the conflict that are off target * Ex. Bill (who is uncertain of their future) starts to sulk. Sue confronts him about his attitude. The real issue is not being discussed

Answer 3

* People disagree but have no objective basis for their displacement. Often times a result of a misunderstanding

Answer 4

* Shapes conflict resolution * Cognitive, ethical, and perceptual frames of an individual

Answer 5

1. A view of what is real and important in the universe * 2. A view of how people and objects are supposed to relate to each other * 3. A view of what part of the universe is more valuable than another * 4. A view about how you know what you know * 5. A view about how people should act

Answer 6

1. Harmony is normal and conflict is abnormal – Conflicts alternate with harmony * 2. Conflict constitutes a breakdown in communication – Designating it as a breakdown assumes that communication does not occur * 3. Conflict and disagreements are the same thing – Conflict is more than disagreement 4. Conflict is a result of personal pathology – Participants often described as sick, neurotic, etc. * 5. Conflict should never be escalated – Sometimes conflict needs to be escalated * 6. Conflict interaction should be polite and orderly – Can be chaotic and confusing, not just neat 7. Anger is the only emotion in conflict interaction – Can be many emotions: sadness, loss of emotional bonds, etc. * 8. A correct method for resolving conflict can be prescribed – Fight, vote, litigate or appeal – Divides us in winners and losers

Answer 7

* 1. Conflict is Inevitable – Fact of Life * 2. Conflict serves the function of bringing problems to the table – Makes conflict clearer – If occurs more than three times, it’s not about he content * 3. Conflict often helps people join together and clarify their goals – People often do the same thing the same old way until conflict happens * 4. Conflict can clear out resentments and help people understand one another – We have to take in and understand someone else’s perspective

Answer 8

* Any conflict can be viewed through – 1. Communication behaviors – 2. The perception of those behaviors Each person has a lens that gives that person a particular perspective: view of self, view of others, view of relationship

Answer 9

* 1) What we do is the cause of circumstances (External Factor) -late to work because of traffic * 2) What others do is caused by who they are (Internal Factor) -late to work because of disorganization * Ask questions – Consistency – Consensus – Distinctiveness – Control

Answer 10

*often focus on only one aspect of issue * Intent of ones actions/words does not equal impact * Often focus on what our opponent does and comment on their intentions * We often speak of our own intentions

Answer 11

* Gender versus Sex * 1. Same sex platonic relationships men tend to use more competitive strategies * 2. Adolescent girls tend to use indirect means of aggression Argument: men and women are similar as well * No meaningful differences

Answer 12

Individuals assumed to learn to be male or female based on communication and observation -modeling or immitation of what they have seen, not experienced

Answer 13

* Both experience slumps in self-esteem, but at different times * Females more likely during adolescence * Males more likely in mid life * Do males have more power culturally?

Answer 14

* Individualist – focused on self Individual oriented – Direct – Explicit * Collectivist – focused on group harmony Indirect – Non-confrontational – Implicit

Answer 15

* Content: What is this conflict about? * Addresses – What to do – What decisions to make – Want two different things – Want same thing, but not enough resource

Answer 16

Relational Goals * Who we are in relation to each other – Define how we want to be treated – The amount of influence each will have with the other * I thought we were best friends * I want to feel respected

Answer 17

* Who am I in this particular interaction * Specific desire to maintain one’s self identity * Brown – Positive Face: social acceptance and approval – Negative Face: free will and power – Messages are categorized to the degree they are direct or indirect and threaten positive or negative face * Cultural issues and face saving * Face saving attempts – Claim unjust intimidation * Declare others are taking advantage * Seek support from outside parties – Refuse to step back from position * Fear of looking foolish by changing – Suppress conflict issues * Refuse to admit that a conflict exists as it feels events are out of control

Answer 18

* What communication process will be used? – Stay up and talk? – Take a vote? – Give each other equal time? * Quickness leads to efficiency, but also suppresses creative and alternate solutions

Answer 19

* 1. Not all types of goals emerge in all disputes – Ex. Keep conflict going but not change how we are engaging * 2. Interests and goals overlap with one another and differ in primacy – Ex. Concerned for all, but not at the same level * 3. Identity and relational issues are the “drivers” of dispute, they underlie topic and process issues – Do you think this is true? * 4. In a serious dispute, topic-only solutions are rarely satisfying to conflict parties – Ex. Want an apology * 5. Conflict parties often specialize in one kind of goal – Ex. Often those in power tend to focus conflict on the topic * 6. Goals may emerge in a different form – Ex. Relational goals are acted out as topic goals

Answer 20

When it is said that identity and relational issues are the “drivers” of dispute, it means that conflicts often go deeper than just the surface-level disagreement (the topic). Instead, the underlying reasons for the dispute are related to how individuals perceive themselves (identity) and their relationships with others (relational issues).

Answer 21

identify perspective and evaluate before the interaction/conflict

Answer 22

Discovered through conflict itself, shift and shaped by the ongoing communication and exchange between parties in the conflict.

Answer 23

– Emerge after conflict is over – Explains why we did what we did – Face saving after conflict, hindsight is given, reflect and adjust goals to prevent future conflict

Answer 24

1) Main times people engage too forcefully with others at the beginning of a conflict because we are afraid our ideas will not be heard * 2)Focus on behaviorally specific goals * 3) Statements orient toward the present and future – Discusses what can be done now instead of what can be done in the past * 4) Goals recognize interdependence – If we operate from concern for self as well as others, agreements serve parties for the best * 5) Collaborative goals recognize an ongoing process – An ongoing goal is to remain committed to the process of constructive conflict

Answer 25

– People deny exercising power in a relationship when in fact they really are exercising power – Some people are simply uncomfortable with the concept of power

Answer 26

* People are cautious * Want to please you * “Open door policy” does not work

Answer 27

* “I am under a lot of pressure” or "you misunderstood me" * To say you are not responsible for your communication lets you exercise control while denying you are not in charge of your communication -claims miscommunication

Answer 28

* “I forgot I said that” * “Did I say that?” * -avoiding accountability

Answer 29

* “Oh, I was not directing that to you.” * “I am just thinking out loud” * Ex. If just one person here would do their job!

Answer 30

* “I am used to being treated unfairly, I probably always will” * Denies that one feels treated unfairly * Perhaps withdraw from participation and helping (“see how they do without me”) * Take information and expertise with them * “Was not saying anything bad about the team, just stressed out from working”

Answer 31

**Power is a product of a relationship * Always interpersonal * Based upon one’s dependence on resources and currencies * PAB=DBA – Power of person A over person B is equal to the dependence of person B on person A * In relationships, power can shift and be fluid

Answer 32

* Assumes all parties in a dispute have power * Focuses on “Both/And” perspective * Relational view: how all conflict parties see power

Answer 33

* Often with one formal organization * Sometimes called obligation or legitimate * Economics not the only type, but is common currency

Answer 34

* Currencies dependent on interpersonal contacts * With whom you associate: network * “Who you know”

Answer 35

* Speak persuasively * Lead a group * Bring people together * Ability to form bonds: love, affection, nurturance * Must be valued building face to face communication

Answer 36

* Special skills * Many professions * Sometimes used as a control tactic

Answer 37

Whether we have a sense of high power or low power, both can create feelings of discomfort

Answer 38

1. What are your sources of power * 2. What are the other party’s sources of power * 3. How does the other see you and his/her sources of power

Answer 39

Focus on Interdependence: both parties needed and deserve recognition * Calm Persistence * Active engagement – 1. Speak up – 2. Make clear values – 3. Stay emotionally connected – 4. State differences and let others do the same

Answer 40

Patterned responses or clusters of behavior that people use in conflict

Answer 41

* By the time you are an adult, your basic orientation toward conflict has been established * Doesn’t mean we cannot develop other styles * Five Basic Styles: Rahim

Answer 42

* Integrating, Compromising, Dominating=Engagement * Obliging and Avoiding=Avoidance * Depends on situation what is optimal

Answer 43

* Changing and avoiding topics Useful: * Open communication not part of relationship – Relationship Culture * Do not want to invest energy * Costs of confrontation too high * Not learned collaboration

Answer 44

* Aggressive uncooperative behavior * Pursuing own concerns at expense of others * Compete without destroying others, can be seen as a commitment * Might even enjoy the “energy” of the confrontation

Answer 45

* Intermediate style * Some gains and some losses * Moderately assertive and cooperative * Shared power * Both win or both lose

Answer 46

* Same as accommodating * Prefers cooperative harmonizing approach; not individual needs * Set aside concerns in favor of pleasing others * Might be good for bigger cause or group * Martyr (puts others before themselves) * Don’t realize: : just a pattern

Answer 47

* Collaborating * High concern – Own goals – Goals of others * Enhancement of relationship * Constructive

Answer 48

Verbal aggressiveness/abuse Bullying Violence Sources (learned, patriarchal, lack of communication skills)

Answer 49

Problematic: * May signal you do not care * Impression you can not change * Conflict will heat up * Not working through perpetuates that conflict is “bad” * Allows pretending there is no mutual influence * Preserves conflict for later explosion

Answer 50

* We are trained culturally how to deal with conflict * Collectivist: talk about healing and making amends * Individualist: “You don’t have to take that”

Answer 51

* Verbal Aggression: striving for individual win * Often leads to mirrored behavior

Answer 52

* Source in position to administer punishment * Source appears willing to invoke punishment * Recipient must see outcome as negative * Different from – Warning: might happen but not a threat – Promise: source controls outcome and is seen as positive * Can damage a relationship

Answer 53

* Linked to obliging – What one thinks or feels is dependent on what another does – Not know what they feel

Answer 54

* Descriptive and disclosing * Solicit reactions * Concessions

Answer 55

* If only style might feel imprisoned by it * Is it worth investment if relationship commitment is low * More verbally skilled can be manipulative * Might accuse other of being uncaring if they use another style * Psuedo integrating: (gain at others expense)

Answer 56

* Leveling – When you do X – In situation Y – I feel Z

Answer 57

* Culture * Focus on self reports – See ourselves as solving the problem – See others as being controlling or aggresssive * Not consistent across relationships * Styles evolve within relationships * Relationship history * Perception of self and other

Answer 58

* Interlocking interaction: two or more determine outcome * Based on views of other intent and actions * Two patterns: – Complementary * Styles that are different but mutually reinforcing – Symmetrical * Tactics mirror one another

Answer 59

They tend to approach all conflicts in the same way, regardless of the situation or the needs of the people involved. This can lead to harm in relationships because different situations require different approaches.

Midterm Flashcards

(83 cards)