Final
About this set
Created by:
hillarymaris on December 13, 2010
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Description:
basic communication class for TCU students
Classes:
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43 terms
Terms | Definitions |
|---|---|
 content paraphrasing | focuses on the denotative meaning of the message |
| Johari window | a model that explains how self-disclosure varies from relationship to relationship; it reflects various stages of relational development, degrees of self-awareness, and others' perceptions., Open Area, Blind Area, Hidden Area, Unknown Area |
| rules of self disclosure | 1. not appropriate for all relationships, 2. consider the effect on others, 3.choose right time and place, 4. should be related to the hear and now, 5. gradual, 6. reciprocal |
| groupthink | the tendency for people to be so committed to a cohesive team that they are reluctant to express contrary opinions. (bad) |
| positive face needs | The desire to be appreciated and approved, liked and honored |
| formal leader | an assigned, appointed, or elected leader who is given legitimate power to influence others |
| informal leader | Member of the group whose authority to influence stems from the power they gain through their interactions with the group |
| guidelines for maintaining friendships | initiation-be proactive on spending time together responsiveness-each person much listen self-disclosure-friends share feelings with each other emotional support-provide comfort and support when needed conflict management-both parties' needs are met |
| friends | people with whom we have voluntarily negotiated more personal relationships |
| intimate relationships | those few people with whom we share close, caring, and trusting relationships characterized by a high degree of commitment, trust, interdependence, disclosure, and enjoyment. |
| signs of being dissatisfied with a relationship | first sign is subtle indication of dissatisfaction, losing interest in opinions and feelings, orientation goes from we to i, emphasizing on faults and downplaying virtues, etc |
| how to successfully end a relationship | engage in a direct, open, and honest conversation that clearly states your wish to end the relationship while being respectful to the other person and sensitive to the resulting emotions |
| empathy | Identification with and understanding of another's situation, feelings, and motives |
| sympathy | sharing the feelings of others (especially feelings of sorrow or anguish) |
| paraphrasing | rewriting or restating another person's ideas or thoughts into your own words |
| relational dialectics | Opposing forces, or tensions, that are normal parts of all relationships. The three relational dialectics are autonomy and intimacy, novelty and routine, and openness and closedness. |
| Deborah tannen | found differences in men and women, in subjects such as talking, problems, and views of the world. |
| report-talk | a way to share information, display knowledge, negotiate, and persevere independence (male) |
| rapport-talk | a way to share experiences and establish bonds with others (female) |
| group size | how small or large a group is; Changes the dynamics; Smal groups (2-9members) are optiimal as the tend to interact well. Large groups are better suited to larger complex tasks and fucntion best where the large group can be broken into smaller groups |
| synergy | the working together of two or more things to produce an effect greater than the sum of their individual effects |
| group development | Forming-initial stage for people to become accepted Storming- group clarifies it's goals and determines roles of the group members Norming- stage where group solidifies rules for behavior Performing-when skills, knowledge, and abilities, are combined to overcome obstacles Adjourning-the stage where the group assigns meaning to what they've done |
| analyzers | tend to be logical, thoughtful, loyal, exact, dedicated, steady, and organized. They like following direction and work at a steady pace. Keyword: Thinking |
| harmonizers | intervene in the group's discussion when conflict is threatening to harm group cohesiveness or the relationship between specific group members |
| orienters | group members who indicates to the group that it is off track or summarizes points of agreement and disagreement among members |
| instigators | group members that act as a stimulus for guided behavior |
| Robert bales- what percent of time is spent in disagreement? | as much as 75% |
| styles of managing conflict | withdrawing, accommodating, forcing, compromising, collaborating |
| encouragers | group members who provide support for the contributions of other team members |
| maxims | quality vs. quantity; general truths, fundamental principles, or rules of conduct |
| questions of fact | Questions concerned with discovering what is true or to what extent something is true |
| questions of policy | questions that concern what courses of action should be taken or what rules should be adopted to solve a problem |
| questions of value | Questions that concern subjective judgments of what is right, moral , good or just |
| self centered roles | Patterns of behavior that focus attention on individuals' needs and goals at the expense of the group |
| positive feedback | praise is positive and helpful but too much praise can lower self esteem. |
| negative feedback | constructive criticism is helpful if given the right way but there are many ways to upset someone using negative feedback |
| aggressors | seek to enhance their own status by criticizing almost everything or blaming others when things get rough and by deflating the ego or status of others |
| jokers | group members who attempts to draw attention to himself or herself by clowning, mimicking, or generally making a joke of everything |
| withdrawers | seek to meet their own goals at the expense of group goals by not participating in the discussion or the work of the group |
| blockers | routinely reject others' views and stubbornly disagree with emerging group decisions |
| gatekeepers | group members who ensures that everyone has an opportunity to speak and be heard |
| negative face needs | The desire to be free from imposition or intrusion |
| buffering with politeness | comfort can make the person feel as though you like, respect, or value them less but it can also help them handle the situation which they will be grateful for. |
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