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Communication 105
Exam 1
| Question | Answer |
|---|---|
| Communication | the process of acting on information. |
| Human Communication | the process of making sense out of the world and sharing the sense with others by creating meaning through the use of verbal and nonverbal messages. |
| Symbol | a word, sound, visual image, gesture, or object that represents a thought, a concept, another object, or an experience. |
| Transactional | occurring simultaneously. |
| Source | the originator of a thought or emotion, who puts it into a code that can be understood by receiver |
| Encoding | the process of translating ideas, feelings, and thoughts into a code. |
| Decoding | the process of which interpreting ideas, feelings, and thoughts that have been translated into a code. |
| Message | a written, spoken, and unspoken elements of communication to which people assign meaning. |
| Receiver | the person who interprets a message. |
| Channel | the means by which a message is expressed to the receiver. |
| Noise | interference, either literal or psychological, that hinders the accurate encoding or decoding of a message. |
| feedback | the response to a message. |
| context | the physical, historical, and psychological environment in which communication occurs. |
| Content | the new information, ideas, or suggested actions that a speaker wishes to express. |
| relational dimension | the dimension of communication that offers cues about the emotions, attitudes, and amount of power and control a speaker feels in relation to listeners. |
| language | a system of symbols and rule for their use that make it possible for people to understand and communicate with one another |
| nonverbal communication | any communication, other than written or spoken language, that creates meaning for someone |
| other-oriented | focused on the needs, motives, desires, and goals of others in one's communication |
| relationship | an ongoing connection developed with another person through interpersonal communication |
| interpersonal communication | communication that occurs when two people interact to mutually influence each other, usually for the purpose of managing relationships |
| impersonal communication | communication that occurs when people are treated as objects, or when others respond to people's roles rather than to who they are as unique people. |
| group communication | verbal and nonverbal message transaction that occurs among from 3 to about 15 people who share a common purpose or goal |
| team | a coordinated group of individuals who collaborate to achieve a specific common goal; usually more structured and organized than a group |
| public communication | communication that occurs when a speaker addresses a gathering of people with the intent to inform, persuade, or entertain them. |
| rhetoric | the process of discovering the available means of persuasion in a given communication situation |
| leadership | the process of influencing others to achieve goals through verbal and nonverbal messages |
| manager | someone who has been appointed to coordinate and facilitate, to keep things organized and accomplished a task |
| trait approach | an approach to leadership that focuses on the psychological and physical attributes or traits that make leaders effective. |
| functional approach | an approach to leadership that suggests that leaders perform essential functions, tasks, and processes that help an organization or team achieve goals |
| task functions | behaviors that help a team or organization get work done |
| process functions | functions performed by leaders that help maintain a harmonious climate by encouraging amiable relationships among others. |
| authoritarian leaders | leaders who influence by giving orders and seeking to control others. |
| democratic leaders | leaders who consult with the group before issuing edicts |
| laissez-faire leaders | leaders who take a hands-off, laid back approach to influencing others |
| situational leadership | an approach that views leadership as an interactive process that links a particular style of leadership with such factors as culture, time limitations, group member personalities, and the work the group needs to do. |
| transformational leadership | the process of influencing people to see the future in new ways. |
| Mindfulness | awareness of your own and others' thoughts, actions and motivations |
| Social style | a pattern of communication behaviors that others observe when you interact with them |
| assertiveness | an individual's capcity to make requests, actively disagree, express positive and negative personal feelings, and stand up for himself or herself without attacking another |
| responsiveness | an individual's capacity to be sensitive to the communication of others, be seen as a good listener, and to make others comfortable in communicating. |
| amiable | a social style characterized by high responsiveness and low assertiveness. people with this style are considered relationship specialists; they enjoy working in supportive and helpful roles |
| analytical | a social style characterized by low responsiveness and assertiveness. individuals with this social style are considered technical specialists; they enjoy working in technical positions |
| driver | a social style characterized by high assertiveness and low responsiveness. persons with this social style are considered control specialists; they often enjoy working in leadership and management positions |
| expressive | a social style characterized by high assertiveness & responsiveness. individuals with this social style are considered social specialists; they are able to use their communication skills to gain recognition, attention, and enjoy being noticed by others. |
| servant leadership | a style of leadership in which the leader explicitly views himself or herself as being a service to the group or team |
| style flexing | the process of adapting your communication to how others communicate. |
| classical leadership | a leadership style that assumes that there is one best way to perform a specific task within an organization with max efficiency, and that a leader's job is to influence workers to behave in this way. |
| hygiene factors | basic aspects of a job that have to be there for a worker to feel satisfied about the work, including salary, working conditions, and supervision. |
| motivation factors | aspects of a person's job that motivate the person to do better |
| theory x | a view or leadership that assumes that workers are generally lazy and that a leader's job is to reward good work and punish bad work |
| theory y | a few of leadership that assumes that workers are self motivated and inherently want to do a good job. if a leader treats people well and builds good relationships with the, they will work hard. |
| human resources | an approach to leadership that views workers as resources who can be full partners in enhancing a team or an organization |
| theory z | an approach to leadership that assumes that people have a long term relationship with an organization and that the relationship is based on trust, collaboration, and a common organizational goal |
| systems approach | an approach to leadership that views organizations and teams as complex interconnected sets of elements that are not easily influenced by simple techniques and tools. |
| system | any entity (such as an organization, a group, or a team) that is made up of many interconnected and interdependent pieces. |
| organizational culture | the learned pattern of beliefs, values, assumptions, rules, and norms that are shared by the people in an organization |
| ethics | the beliefs, values and moral principles by which we determine what is right and what is wrong |
| verbal messages | messages that use words to create meaning. |
| language | a system of symbols (words) common to a community of people and structured by grammar (rules and standards) and syntax (patterns in the arrangement of words). |
| nonverbal messages | visual and audible symbols that do not rely on words but create meaning for the reciever |
| denotative meaning | the literal or dictionary definition of a word |
| connotative meaning | the interpretation of a word based on personal experiences |
| concrete | referring to something you can experience with your senses. |
| strategically ambiguous messages | messages that may not convey all available information or may be unclear and are used purposely by the source to reach some goal |
| jargon | a word or phrase used by a particular group that may not be understood by members outside that group |
| relevant messages | messages that others perceive to satisfy their own needs and goals |
| affirming message | a message that reveals that you value and support another person. |
| empathy | the emotion experienced by someone who feels what another is feeling |
| conditional statements | statements that qualify what is being said; they leave room for interpretation |
| declarative statement | statements expressed as truths that leave no room for interpretation |
| physical attraction | the attraction we have towards others because of their |
| artifact | a personal object used to communicate some part of one's identity |
| vocalics | the nonverbal aspects of the voice, including pitch, rate, and volume |
| kinesics | the study of gestures, posture, and body movement |
| emblem | a gesture that has a direct verbal translation and may substitute for a word or phrase |
| illustrator | a gesture that illustrate or complements a verbal message |
| regulator | a nonverbal cue that helps control the interaction and flow of communication between two people |
| back channel cues | nonverbal cues that signal to the other person that we are listening and wish for them to continue talking. |
| proximity | the physical space and distance that we maintain in our communication with others |
| chronemics | the study of how people use and structure time. |
| haptics | the study of how we communicate through touch. |
| touch avoidant | the tendency to avoid touch in interpersonal interactions |
| high-contact culture | a culture in which touching is seen as monplace and appropriate |
| low-contact culture | a culture in which touching is uncommon. |
| status | an individual's importance and prestige |
| gatekeeper | a person who controls the flow of communication within an organization |
| cube | a small, modular office unit with no doors and no floor-to ceiling walls |
| immediacy | a perception of psychological and physical closeness. |
| sexual harassment | deliberate and/or repeated sexual or sex-based behavior that is not welcome, not asked for, and not returned |
| quid pro quo sexual harassment | actual or threatened use of rewards or punishments to gain sexual compliance from a subordinatte |
| hostile environment sexual harassment | unwelcome conduct of sexual nature that interferes with a person's ability to perform a job or gain an education and that creates a hostile or intimidating environment at the workplace. |
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