Upgrade to remove ads
COMM 2110 Chapter 10 Conflict
Terms in this set (25)
For conflict to occur, there must be:
perceived incompatible goals, values, action plans
people must make conflict happen
conflict is not something imposed on us by others, we do not have it done to us: We make or do conflict TOGETHER!
Groups can make better decisions when there is conflict
Conflict is a process - we move back & forth out of it
Conflict may produce face threats.
One of the reasons for engaging in group discussions is conflict. Without it, you may reach a false consensus.
conflict that dismantles rather than strengthens relationships
characterized by escalation, retaliation, domination, competition, defensiveness, and inflexibility
disagreement expressed through behaviors that create hostility and prevent achievement of the group's goal.
conflict characterized by cooperation in dealing with differences; helps build new insights and patterns in a relationship,
In groups, disagreement that is characterized by respect for diverse opinions, emphasis on shared interests and goals, and a win-win orientation.
communication characterized by cooperation, shared interests, flexibility, open discussion, and support of differences
conflict is about issues, not power
Constructive Conflict Key Points
All groups must engage in constructive conflict to be successful.
Constructive conflict helps to promote cohesiveness, creativity, growth, change, and maintains balance in power.
Distributive Conflict Management
only one person can win, and everyone else loses
Integrative Conflict Management
assumes everyone can be winners
Personal Conflict Management Styles
Managing conflict by satisfying others' needs or accepting others' ideas while neglecting our own
high cooperation, low assertiveness
EXAMPLE: Your manager asks you to work overtime, and you have other plans, but you still agree to work overtime on the weekend.
responding to conflict by withdrawing from open discussion
low cooperation, low assertiveness
EXAMPLE: Your partner gets angry because you spent too much money. Instead of confronting you and talking about it, your partner leaves. Thus, you can't discuss the situation.
a situation in which each party to a conflict is willing to give up something
conflict management by negotiation or bargaining; seeking a middle way
so-so (sometimes seen as lose-lose because neither party gets exactly what they want. Both parties have to give up something).
The second best conflict style
partially cooperative and partially assertive
EXAMPLE: Your car is in the shop, and both you and your partner need to drive to work - but there is only one car between the two of you. You compromise by having your partner drop you off and pick you up.
A style of dealing with conflict involving strong focus on one's own goals and little or no concern for the other person's goals.
Occurs when one party attempts to get his or her own way without concern for what the other party wants
High assertiveness, low cooperation
EXAMPLE: You want to eliminate the math requirement, so you yell at the department chair and the dean because they won't change it.
Managing conflict by fully addressing the needs and issues of each party and arriving at a solution that is mutually satisfying
The "best" personal conflict style because no one has to give up anything.
A strategy for managing conflict that involves working toward a solution that meets both parties' needs.
Negotiating or problem solving
High Assertiveness and High Cooperation
EXAMPLE: One person in your group is set on doing something with music for your service learning project. Another is determined to work with children. Everyone collaborates and your group decides to write songs about bullying and do a traveling assembly for elementary children.
A personal conflict management strategy that is passive.
Similar to avoiding.
Men are more likely to use this management style.
Destructive & passive.
Walking away from the conflict and not dealing with it.
A personal conflict management strategy where your needs are not met, but you put up with things in the relationship. Known as passive allegiance.
Similar to accommodating.
Women are more likely to use this management style.
Constructive and active.
Your group could suffer for lack of discussion about the conflict.
A response to conflict that minimizes problems, disagreements, anger, tension. Refusing to admit that there is a problem.
Men are more likely to use this strategy
Destructive and passive.
A personal conflict management strategy that addresses conflict directly and attempts to resolve or manage it.
The person is interested in maintaining the relationship & dealing with the conflict.
Similar to collaborating
Women are more likely to use this strategy.
Constructive & Active
Cultural differences in conflict management
Some cultures view conflict as destructive and avoid it
EXAMPLE: Asian cultures
Individualist (American & Western) cultures are more assertive & competitive
Collectivist cultures want to save face - they will avoid conflict
EXAMPLE: Japanese athletes will try to win by a slim margin so the other team is not humiliated.
Gender differences in conflict management
Women are more likely to use voice & loyalty
Men are more likely to use exit & neglect
Women want to discuss issues
Men want to avoid or minimize conflict
Women are more likely than men to defer & compromise
Males focus on content & issues associated with the conflict
Women focus on relational issues (affective conflict)
Sexual orientation does not influence how people manage conflict.
EXAMPLE: Lesbians manage conflict like straight women. Gays manage conflict like straight men.
communication that doesn't deal with the conflict. The speaker's needs are never met
"going along to get along"
demonstrates a lack of caring for the group's social & task dimensions.
avoiding conflict altogether, or accommodating to the desires of the other person through the use of verbal or nonverbal acts that conceal one's opinions and feelings
Nonassertive Communication does NOT = shyness
Accommodating and Avoiding
I don't dare say anything.
I want to avoid rocking the boat.
What good would it do to speak up?
It's okay. I don't really care.
Whatever you decide is okay with me.
interact with another in an overpowering and forceful manner to meet your own personal needs at the expense of another
Exerting control over others, humiliating others, dominating, being pushy, always needing to be right, using absolute terms, and blaming others
self serving communication that does not take a listeners feelings and rights into account
EXAMPLE: Karla and David are having a conflict over who should wash the dishes. Karla says to David, "You're just like your brother. You're lazy and don't care about anyone except for yourself. Your entire family is worthless!"
communication in which you speak up for your rights and take into account the rights and feelings of others
expressing your personal preferences and defending your personal rights while respecting the preferences and rights of others
satisfying your needs and the needs of the other person
consulting others before acting
getting everything out into the open
telling your ideas, then listening to ideas of others
being concerned about everyone's needs
not leaving anyone out of the conversation
EXAMPLE: When you are late to work, I get frustrated because I need you here to help me. I need you to get to work on time from now on. Can you agree to that?
This person does not deal with the problem directly, but gets revenge behind the scenes. Complains a lot.
Aggression does not occur in the open. It happens behind the scenes.
Behaviors include backstabbing, sabotaging
Talking about others negatively but not to the person's face
Spreading rumors, lies, & gossip that are meant to hurt the person.
Forming a coalition with others against the "adversary"
The silent treatment
Forgiveness is the most important part of conflict management
Letting go of feelings of retaliation & revenge
Recognizing that our own stories and the stories of others must be told.
Empowers you to take charge of how you view the world, yourself, the conflict and your partner(s).
letting go of negative feelings regarding the conflict, and recognize that the realtionship will never be intimate or close again.
You let go of your negative feelings, the person, and your relationship.
a delicate balancing act, like a tightrope walker, a rock climber, who must find the right handholds to avoid death
THIS SET IS OFTEN IN FOLDERS WITH...
COMM 2110 Chapter 9 Power & Influence
COMM 2110 Chapter 5 Relationship Cycles & Stages
COMM 2110 Chapter 3 Perception
YOU MIGHT ALSO LIKE...
Chapter 8 Communication
Interpersonal Communication 9
interpersonal comm ch 11- Conflict
Chapter 8: Conflict Management
OTHER SETS BY THIS CREATOR
COMM 2110 Chapter 10 Defective & Effective Decisio…
COMM 2110 Chapter 8 Climates, Lying & Trust
COMM 2110 Chapter 7 Roles & Leadership
COMM 2110 Chapter 6 Systems Theory & Small Group D…
OTHER QUIZLET SETS
Conflict and Negotiation
Chapter 10 | Conflict and Negotiations