Comm 415 Exam 1
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| what are the reasons for studying conflict | inevitable, affects personal health, relational health, skills of comfort, skills of conflict are not obvious from birth,
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| what is conflict | struggle among small number of individuals arising from preceived interference with goal acheivement
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| what are the key charicteristics of conflict | # of people, scarce, perception, interference, interdependence
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| what are the four types of tangable goals | substanive-tangable
Relational - what we mean to eachother
face - self esteem / how you look in front of others
Process - how we comm / interact
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| what are barnlands 6 views of perception | how you view yourself
how you view the other person
how you believe the other person sees you
how there person views themselves
how how the other person views you
how the other person believes you see them
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| communication competance | impression that comm behavior is both appropriate and effective
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| three componants of comunication competence | knowledge
ability
motivation
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| knowledge | appropriate and effective skills
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| ability | willingness to engage in appropriate
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| what metaphors are often used to define conflict | kitchen sink, conflict is like a "papercut"
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| latent conflict | conflict will occur later
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| psuedo conflict | not a conflict at all, sisters and orange
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| dennotative | dictionary
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| connotative | personal definition
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| attribution theory | internal and external processof interupting and understanding what is behind our own and other behaviors
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| original theorist of attribution | weiner
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| weiner thought | we are all naive scientists
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| what types of attributions do we make | internal/external
stable/unstable - assume cause continues over time
global / specific
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| self serving bias | we favor ourselves
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| fundamental attribution error | internal attributions of others
external attributions of others
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| constructivism | people create meaning through a series of personal constructs
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| original theorist of constructivism | Jesse De'lia
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| personal constructs | what it means to be student, brother, worker
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| cognitive complexity | measure of complexity or simplicity of the frame and perceptual skill of a person
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| comm privacy management | all people have personal boundary rules
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| original theorist of comm privacy management | Sandra Patronio
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| boundary rule of formation | what is talked about, what isnt
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| boundary linkage | describing strength of relationship
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| boundary coordination | agree not to share
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| boundary turbulance | inability to coodinate boundary rules, person 2 cant wait to tell person 2's info
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| conflict topic | what the conflict is all about
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| flash point | event that precipitates event
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| conflict cause | why the flashpoint or topic led to the conflict
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| sense making / internal rationalization process | is the dress black and blue or white and gold
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| what individual differences impact conflict management styles | emotional differences and changes
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| neoticicism | the extent to which ppl respond with negativity to their social world in terms of having anxious, depressed and angry thoughts and feelings
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| locus of control | how individuals vary in their assessments of mastery over their outcomes
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| high internal | takes things personally
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| high external | envirnmental factors
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| which goals do we tend to discuss | identity and relational
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| which goals tend to drve conflict | face and perpetual
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| meta comm | comm about comm
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| expectancy violation theory | we have expectations or social norms and when they arent met, we dont like it
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| what factors influence serial arguments | goal importance
argument predictability
disagreement
relational quality
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| what do clear goals look like | include behviorally specifc suggestions
recognize that conflict may be an ongoing process
focus on present and future NOT PAST
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| what limitations does social science research face | impossible to obtain complete control
difficult to generalize
research bias
specialized sample pool
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| low context culture | direct, dont beat around the bush, lots of words, blunt
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| high context culture | indirect, value silence, nonverbal ques
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| generatonal cohort | textmessage breakup
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| power | ways to influence
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| five styles of conflict management | competition
with drawl
collaboration
compremise
accomidate
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| compitition | using attacks and threats
shark
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| withdrawal | avoid situatiion
maintain nutrality
turtle
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| collaboration | expand range of possible options
win/win outcomes
owl
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| compremise | minimally acceptable to all
relationships undamaged
fox
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| accomodate | attempt to maintain harmony
teddy bear
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| humor | can escalate/de-escalate situations
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| productive humor | benefits both parties
common ground establishment
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| unproductive humor | changes topic
making fun of
sarcasm
hostility
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| trust | individuals belief in, and willingness to act on the bias of the words, actions, and decisions of another
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| privledge | the taking advantage of
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| unearned privledge | male/white privelidge checklist
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| French and Ravens sources of power | reward
coercive
legitamate
expert
referent
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| reward | gift
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| coercive | blackmail
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| legitimate | boss
status
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| expert | exp/knowledge
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| referent | you are liked or respected
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| genderlect | masculine comm is domanate
female comm is deviant/has own dialect
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| tag questions | question after a question or statement, to almost ask for approval
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