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Leadership Fin 3
Leader Fin 3
| Question | Answer |
|---|---|
| Accommodating | A negotiating style involving a person who agrees to a certain course of action that benefits someone else, even though s/he does not equally benefit from the transaction |
| Active listening | Using nonverbal cues, paraphrasing, questioning, and other techniques to let a speaker know that a message has been heard and understood |
| Agreement | A negotiation outcome |
| Assess | To evaluate, analyze, or review |
| Bargaining | A negotiating technique that involves giving another person something s/he wants, and receiving something desired in return |
| Body language | Gestures, facial expressions, or any other form of communication that does not involve words |
| Collaborative | A negotiating style in which two parties work together to reach a mutually-beneficial agreement |
| Combative | A negotiating style in which one or both parties consider only their interests and fight to achieve a desired outcome at any cost |
| Competitive | A negotiating style in which one or both parties view the negotiation as a game-like challenge or a rivalry; one or both parties consider only their interests to achieve a desired outcome |
| Good cop/bad cop | A negotiating strategy involving at least two people on one side of the negotiation; one is reasonable and agrees with the opposing party, while the other is unreasonable and disagrees with the opposing side |
| Interests | A person's needs or wants |
| Limited authority | A negotiating strategy in which one person claims that s/he does not have the authority to make a decision and must consult someone else who is not present during the negotiation process |
| Negotiating strategy | The plan or technique a person uses to reach a goal or achieve a desired outcome |
| Negotiating style | Personal characteristics that influence the manner in which a person behaves during the negotiation process |
| Negotiation | The process of one person reaching an agreement with another person to meet specific needs or wants |
| Position | What someone believes or feels about an issue |
| Power | The bargaining power that each person brings to a specific negotiating process |
| Silence | A negotiating strategy that involves Listening but not speaking; often used when a situation becomes emotionally heated or when the other party does not like a specific message |
| Terms | Specific points that reveal each party's expectations and responsibilities in a negotiation agreement |
| Win-Win | An outcome in which both negotiating parties benefit; often a result when using the collaborative negotiating style |
| Blueprint | Detailed plan |
| Budget | An estimate of what income and expenses will be for a specific time period or for a specific project |
| Contribute | Give or donate resources |
| Costs | Expenses involved with obtaining resources |
| Expenses | Money that a project spends |
| External sources | Contacts outside the school, organization, or club |
| Financial resources | All the sources of money available to a project |
| Human resources | People who work to complete a project |
| Internal sources | Contacts within the school, organization, or club |
| Job description | Explanation of responsibilities and tasks associated with a specific job |
| Padding | Extra resources needed to cover unexpected situations |
| Project | Any type of undertaking, or task, that has a distinct beginning and end |
| Resources | Items that can be used to complete a project |
| Skill | Ability to perform a task that is developed through knowledge, training, and practice |
| Specifications | Standards that are established and described in detail |
| Sponsor | Business, individual, or organization that pays the costs of a project |
| Support services | Technical or complicated activities that project members cannot do themselves |
| Tangible | Capable of being touched, smelled, tasted, seen, or heard |
| Task | Work assigned to an individual to complete a project |
| Volunteer | Individual who donates time to complete a project |
| Morale | The state of a person's attitude or outlook on life that affects his/her approach to work |
| Motivator | Force or influence that prompts a person to take some kind of action |
| Recognition | Special notice or attention; acknowledgement of something, usually of a positive quality or aspect of a person, effort, or contribution |
| Recognize | To acknowledge or take notice of, as in recognizing a previous acquaintance; to acknowledge with special notice or attention, as in recognizing the efforts and contributions of others |
| Reward | A tangible item that is given in return for someone's service or accomplishment |
| Self-esteem need | Desire for high self-esteem and recognition from others |
| Spontaneous | Arising from a genuine, natural impulse without external influence |
| Tangible | Capable of being touched, smelled, tasted, seen, or heard |
| Verbal | Communication involving the use of words |
| False generalize | To make a broad assumption with very little supporting evidence |
| Personal skills inventory | Assessment tool designed to help determine strengths and weaknesses |
| Role model | A person whose behavior is imitated by others |
| Strengths | Positive habits and qualities |
| Weaknesses | Negative habits and qualities |
Created by:
BusMgmt
Popular Management sets