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Basic Speech Final
speech vocab
| Question | Answer |
|---|---|
| Relationships | sets of expectations two people have for their behavior based on the pattern of interaction between them |
| Good relationships | ones in which the interactions are satisfying to and healthy for those involved |
| Acquaintenances | people we know by name and talk with when the opportunity arises, but with whom our interactions are largely impersonal |
| Friends | people with whom we have negotiated more personal relationships that are voluntary |
| Close friends or intimates | people with whom we share a high degree of commitment, trust, interdependence, disclosure and enjoyment |
| Platonic Relationship | an intimate relationship in which the partners are not sexually attracted to each other or do not act on an attraction they feel |
| Romantic relationships | an intimate relationship in which the partners act on their sexual attraction |
| Trust | placing confidence in another in a way that almost always involves some risk |
| Self-disclosure | sharing biographical data, personal ideas, and feelings that are unknown to the other person |
| Feedback | verbal and physical responses to people and/or their messages within the relationship |
| Johari Window | a tool for examining the relationship between disclosure and feedback in the relationship |
| Maintaining a relationship | behaving and communicating in ways that preserve a particular level of closeness or intimacy in a relationship |
| Listening | the process of recieving, constructing meaning from, and responding to spoken and/or nonverbal messages |
| Attending | the perceptual process of selecting and focusing on specific stimuli from the countless stimuli reaching the senses |
| Understanding | decoding a message accurately to reflect the meaning intended by the speaker |
| Empathy | intellectually identifying with or vicariously experiencing the feelings or attitudes of another |
| Empathic Responsiveness | experiencing an emotional response parallel to, and as a result observing another person's actual or anticipated display of emotion |
| Perspective taking | imagining yourself in the place of another, the most common form of empathizing |
| Sympathetic Responsiveness | feeling concern, compassion, or sorrow for another because of the other's situation or plight |
| Question | a statement designed to get further information or to clarify informaton already percieved |
| Paraphrasing | putting into words the ideas or feelings you have percieved from the message |
| Content Paraphrase | one that focuses on the denotative meaning of the message |
| Feelings paraphrase | a response that captures the emotions attached to the content of the message |
| Remembering | being able to retain information and recall it when needed |
| mnemonic device | any artificial technique used as a memory aid |
| Critical analysis | the process of evaluating what you have heard to determine its truthfulness |
| Factual statements | statements whose accuracy can be verified or proven |
| Inferences | statements made by the speaker that are based on facts or observations |
| Comfort | to help people feel better about themselves and their behavior |
| Supportive messages | comforting statements that have a goal to reassure, bolster, encourage, soothe, console, or cheer up |
| Clarify Supportive Intentions | openly stating that your goal in the conversation is to help your partner |
| Buffering | cushioning the effect of messages by utilizing both positive and negative politeness skills |
| Positive Face Needs | the desire to be appreciated and approved, liked, and honored |
| Negative Face Needs | the desire to be free from imposition or intrusion |
| Other-Centered Messages | statements that encourage our partners to talk about and elaborate on what happened and how they feel about it |
| Reframing | offering ideas, observations, information, and alternative explanations that might help your partner understand the situation in a different light |
| Giving advice | presenting relevant suggestions and proposals that a person can use to satisfactorily resolve a situation |
| Relational Dialectics | seemingly opposing forces (openness-closedness, autonomy-connection, and novelty-predictability) that occur in all interpersonal relationships |
| Privacy | the right of an individual to keep biographical data, personal ideas and feelings secret |
| Managing Privacy | a conscious decision to avoid disclosure and to withhold information or feelings from a relational partner |
| Report-talk | a way to share information, display knowledge, negotiate and preserve independence |
| Rapport-talk | a way to share experiences and establish bonds with others |
| Describing feelings | the skill of naming the emotions you are feeling without judging them |
| Describing behavior | accurately recounting the specific behaviors of another without commenting on their appropriateness |
| Praise | describing the specific prositive behaviors or accomplishments of another and the effect that behavior has on others |
| Constructive Criticism | describing specific behaviors of another that hurt the person or that person's relationship with others |
| Passive behavior | not expressing personal preferences or defending our rights because we fear the cost and are insecure in the relationship, have very low self-esteem, or value the other person above ourself |
| Aggressive Behavior | belligerently or violently confronting another with your preferences, feelings, needs, or rights with little regard for the situation or for the feelings or rights of others |
| Assertive Behavior | expressing your personal preferences and defending your personal rights while respecting the preferences and rights of tohers |
| Interpersonal conflict | when the needs or ideas of one person are at odds or in opposition to the needs or ideas of another |
| Withdrawing | managing conflict by physically or psychologically removing yourself |
| Accomodating | managing conflict by satisfying others needs or accepting others ideas while neglecting our own |
| Forcing | managing conflict by satisfying your own needs or advancing your own ideas with no concern for the needs or ideas of the others and no concern for the harm done to the relationship |
| Compromising | managing conflict by giving up part of what you want to provide at least some satisfaction for both parties |
| Collaborating | managing conflict by fully addressing the needs and issues of each party and arriving at a solution that is mutually satisfying |
| Work group | a collection of three or more people who must interact and influence each other to solve problems and to accomplish a common purpose |
| Group goal | a future state of affairs desired by enough members of the group to motivate the group to work towards its achievement |
| Specific goal | a precisely stated, measurable and behavioral goal |
| Consistent goals | complementary goals, achieving one goal does not prevent the achievement of another |
| Challenging goals | goals that require hard work and team effort, they motivate group members to do things beyond what they might normally accomplish |
| Acceptable goals | goals to which members feel personally committed |
| Homogeneous group | group in which members have a great deal of similarity |
| Heterogeneous group | group in which various demographics, levels of knowledge, attitudes and interests are represented |
| Cohesiveness | the degree of attraction members have to each other and to the groups goal |
| Team-building activities | activities designed to help the group work better together |
| Norms | expectations for the way group members will behave while in the group |
| Ground rules | prescribed behaviors designed to help the group meet its goals and conduct its conversations |
| Synergy | a commonality of purpose and a complimentariness of each others efforts that produces a group outcome greater than an individual outcome |
| Face-to-face meeting | a meeting in which all members come together in one physical location to make a decision or solve a problem |
| Virtual meeting | a meeting in which people in various locations use technology to work together on a decision or problem |
| Forming | the initial stage of a group development during which people come to feel valued |
| storming | the stage of group development during which the group clarifies its goals and determines the roles each member will have in the group power structure |
| Group Think | a deterioration of mental efficiency, reality testing, and moral judgment that results from in-group pressure |
| Norming | the stage of group development when the skills, knowledge, and abilities of all members are combined to overcome obstacles and meet goals successfully |
| Adjourning | the stage of group development in which members assign meaning to what they have done and determine how to end or maintain interpersonal relations they have developed |
| Questions of fact | questions concerned with discovering what is true or to what extent something is true |
| Questions of value | questions that concern subjective judgments of what is right, moral, good or just |
| Questions of policy | questions that concern what courses of action should be taken or what rules should be adopted to solve a problem |
| Brainstorming | an uncritical, nonvaluative process of generating associated ideas |
| Decision making | the process of choosing among alternatives |
| Role | a specific pattern of behavior that one group member performs based on the expectations of other members |
| Task-Related Roles | specific patterns of behavior that directly help the group accomplish its goals |
| Initiator | a group member who gets the discussion started or moves it in a new direction |
| Information or opinion giver | a group member who provides content for the discussion |
| Information or opinion seeker | a group member who probes others for their factual ideas and opinions |
| Analyzer | a group member who probes the content reasoning and evidence of members during discussion |
| Orienter | a group member who indicates to the group that it is off track or summarizes points of agreement and disagreement among members |
| Maintenance roles | patterns of behavior that help the group develop and maintain good member relationships, group cohesiveness and effective levels of conflict |
| Gatekeeper | a group member who ensures that everyone has an opportunity to speak and be heard |
| Encourager | a group member who provides support for the contributions of the other team members |
| Harmonizer | a group member who helps the group relieve tension and manage conflict |
| Self-centered roles | patterns of behavior that focus attention on individuals' needs and goals at the expense of the group |
| Aggressor | a group member who seeks to enhance his or her own status by criticizing almost everything or blaming others when things get rough and by deflating the ego or status of others |
| Joker | a group member who attempts to draw attention to himself or herself by clowning, mimicking, or generally making a joke of everything |
| Withdrawer | a group member who meets his or her own goals at the expense of the group goals by not participating in the discussion or the work of the group |
| Blocker | a group member who routinely rejects others' views and stubbornly disagrees with emerging group decisions |
| Leadership | a process of influencing members to accomplish group goals |
| Formal leader | an assigned, appointed, or elected leader who is given legitimate power to influence others |
| Informal leader | members of the group whose authority to influence stems from the power they gain through their interactions in the group |
Created by:
missmissie
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