Set: Group Dynamics, Ch. 7

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All 37 Terms

Term Definition
destructive conflicts conflicts that damage the group and relationships between members or groups
conflict spiraling the escalation of conflict in a progressive pattern of attack and counterattack
autistic hostility when conflicting parties break off contact, making conflict resolution difficult because there is no opportunity to correct misperceptions
perceptual distortion the exaggerated misinterpretation and attribution of hostile intentions to an opponent's actions
ultimate attribution error when each side in a conflict view its own negative actions as justifiable by the situation, while seeing the other's negative actions as evidence of an evil nature
mirror image the tendancy for the two sides in a conflict to perceive each other in a similar, negative way
metaconflict a situation in which new issues produced by the conflict overshadow the issues that initially triggered it
competitive goal structure a conflict context where it is believed that the goals of the two parties are divergent and cannot be reconciled
zero-sum conflict a win-lose conflict in which it is believed that anything gained by one side must be lost by the other
constructive conflict a conflict that is primarily cooperative and oriented toward joint problem solving and the maintenance of a working relationship
cooperative goal structure a context in which conflicting parties believe that they can work together to satisfy both parties' goals
constructive controversy when parties seek a collaborative agreement in a respectful culture
differentiation a part of constructive controversy in which parties illuminate the differences in their positions
integration a part of constructive controversy in which the parties work to combine their positions into a new position
analytic empathy (realistic empathy) when parties understand what each side cares most about in the conflict and why it matters so much (each side's true issues), making integration possible
trust building efforts to rebuld trust after it has been eroded by conflict
negotiation when conflicting parties use an exchange of offers and ideas to come with a settlement
concession-convergence model (distributive bargaining) negotiation model in which each side stakes out a tough position and "baby steps" are made toward agreement
mutual gains approach (integrative bargaining) negotation model in which both sides share what they want and why they want it, with the goal of coming up with a solution that satisfies the major issues of both parties
third-party intervention when an individual or group distinguishable from the conflicting parties interposes itself in an effort to move them toward agreement
mediation a type of third-party intervention in which advisory recommendations are made but do not have to be heeded by the disputants
arbitration a type of third-party intervention in which the third party's recommendations for settlement are binding
dual-concern model suggests five conflict resolution styles that vary depending on how concerned the person is with his or her own outcomes as compared to the other party's outcomes [accomodators, avoiders, compromisers, collaborators, competitors]
intercultural conflict conflict involving parties from different cultures
interpersonal conflict conflict between two group members
stonewalling when one party refuses to talk about a conflict
intragroup conflict conflict within a group involving more than two members
superordinate goal a goal desired by both parties to a conflict
triangulation when a group member attempts to mediate a conflict and inadvertently maintains or worsens the conflict, or is hurt in the process
intergroup conflict conflict between groups
enemy imagery stereotypes of the opposing party that suggest they are hostile or evil
ingroup bias when members selectively process their own group's actions in order to maintain a positive view of the group
outgroup bias when members of one group selectively process the actions of another group to maintain a negative view of that group
contact hypothesis the assumption that bringing conflicting parties into contact will be enough to reduce conflict
cooperative education a set of techniques designed to reduce intergroup tensions in educational settings by engineering equal-status contact and superordinate goals
stalemate the point at which it is clear that there is more to gain than lose from collaborating
GRIT (Graduated and Reciprocated Initiatives in Tension-Reduction) a systematic conflict resolution program in which each side makes increasingly cooperative gestures

Set Information

Terms 37
Creator arthaey
Created January 30, 2007
Group PSY 351
Tags psy351, psychology
Access Anyone
Edit Group: PSY 351

Description

Key terms from Chapter 7 ("Understanding and Managing Conflict") of the textbook "Groups: Theory and Practice" by Shawn Meghan Burn. ISBN 978-0-534-52674-0.

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arthaey : Changed negotiation → when conflicting parties use an exchange of offers and ideas to come to a settlement to negotiation → when conflicting parties use an exchange of offers and ideas to come with a settlement
arthaey : Changed competitve goal structure → a conflict context where it is believed that the goals of the two parties are divergent and cannot be reconciled to competitive goal structure → a conflict context where it is believed that the goals of the two parties are divergent and cannot be reconciled
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Most Missed Words

  1. destructive conflicts → conflicts that damage the group and relationships between members or groups - 4 misses
  2. competitive goal structure → a conflict context where it is believed that the goals of the two parties are divergent and cannot be reconciled - 4 misses
  3. mutual gains approach (integrative bargaining) → negotation model in which both sides share what they want and why they want it, with the goal of coming up with a solution that satisfies the major issues of both parties - 4 misses
  4. perceptual distortion → the exaggerated misinterpretation and attribution of hostile intentions to an opponent's actions - 3 misses
  5. constructive conflict → a conflict that is primarily cooperative and oriented toward joint problem solving and the maintenance of a working relationship - 3 misses
  6. third-party intervention → when an individual or group distinguishable from the conflicting parties interposes itself in an effort to move them toward agreement - 3 misses
  7. dual-concern model → suggests five conflict resolution styles that vary depending on how concerned the person is with his or her own outcomes as compared to the other party's outcomes [accomodators, avoiders, compromisers, collaborators, competitors] - 3 misses