Term
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Definition
| a metaphor for the public image people display |
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Term
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Definition
| interest in maintaining ones face or the face of others |
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Term
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Definition
| desire to be associated or disassociated with others |
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Term
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Definition
| actions used to deal with face needs/wants of self and others |
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Term
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Definition
personal attributes of another
can be threatened by certain acts |
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Term
| Who created the Negotiation of Facework Theory? When? |
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Definition
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Term
| What is Negotiation of Facework Theory |
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Definition
| examines how different individuals from different cultures respond to conflict - encompasses your own face as well as the face of the group |
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Term
| What are the two options in the Face-Threatening Process? |
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Definition
1. Face-Restoration Acts: happens after the fact; avoid making matter worse
2. Face Saving Acts: avoid embarrassment or vulnerability |
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Term
| Who came up with the concept of face and when? |
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Definition
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Term
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Definition
an image of self delineated in terms of approved social attributes
mask you would wear when interacting with others |
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Term
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Definition
| when others like, respect, and approve of us |
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Term
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Definition
| when we feel that others cannot constrain us in any way |
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Term
| Who created the Politeness Theory and when? |
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Definition
| Brown and Levinson; 1978 - revised in 1987 |
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Term
| What is the Politeness Theory? |
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Definition
| how and why individuals try to promote, protect, or "save face" especially when embarrassing or shameful situations arise |
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Term
| What are the three assumptions of the Politeness Theory? |
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Definition
1. Assumes all individuals are concerned with maintaining face
2. Assumes that human beings are rational and goal oriented
3. Some behaviors are fundamentally face threatening |
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Term
| What are the five strategies for dealing with Face-Threatening Acts? |
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Definition
1. Avoidance: not communicating in a way that would threaten the face of another person
2. Going off the record: one indirectly hints at the face-threatening topic
3. Negative face support: speaker makes an effort to recognize the other's negative face
4. Positive face support: speaker emphasizes the receiver's need for positive face
5. Bald on-record: no attempt is made to protect the receivers face - ignoring the situation |
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Term
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Definition
| a negative interaction between two or more interdependent people, rooted in some actual or perceived disagreement |
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Term
| What are the three principles of conflict? |
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Definition
1. it is a natural part of relationships that indicate the people involved are connected
2. conflict may be open, explicit or overt
3. it may be hidden, implicit, or covert |
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Term
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Definition
| when individuals act aggressively but deny the aggressive behavior |
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Term
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Definition
| real conflicts are hidden or denied |
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Term
| What are the four types of games? |
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Definition
1. Blemish - a backhanded compliment so the anger or resentment is indirectly expressed
2. Now I Got You, You Son Of a Bitch - somebody deliberately sets up another person to fall
3. Mine is Worse Than Yours - one upping each other
4. Yes, But - when asking and given advice the response is "yes, but" |
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Term
| What are the three outcomes of conflict? |
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Definition
1. Win-Win
2. Win-Lose
3. Lose-Lose |
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Term
| What are the patterns to respond to conflict? |
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Definition
1. exit - least healthy - not expressing communication
2. neglect - minimize or deny the conflict exists
3. loyalty - remaining committed and putting up with the differences
4. voice - healthiest pattern - actively seek to resolve conflict |
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Term
| What are the elements of unproductive patterns of conflict? |
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Definition
- disconfirm: refusing to acknowledge what the other person is saying
- cross-complaining: going back and forth complaining
- kitchen sinking: bringing everything into the conversation
- feel pressure to resolve: because the conflict is unproductive they set a pattern for future conflicts |
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Term
| What are the elements of productive patterns of conflict? |
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Definition
- confirming: recognizing and acknowledge each others thoughts and feelings
- bracketing: keeping the conflict on subject
- contracting: building a solution that works for the both of you |
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Term
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Definition
when group members strive to maintain cohesiveness, minimize conflict by refusing to critically examine ideas, analyze proposals, or test solution
a way of group deliberation that minimizes conflict and emphasizes the need for unanimity |
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Term
| What are the three assumptions of group think? |
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Definition
1. conditions in groups promote high cohesiveness
2. group problem solving is primarily a unified process
3. groups and group decision making are frequently complex |
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Term
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Definition
| the extent to which group members are willing to work together |
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Term
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Definition
| the way that we engage in conflict and address disagreements with our relational partners |
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Term
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Definition
| conflict that is managed poorly and has a negative impact on the individuals and relationships involved |
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Term
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Definition
| conflict that is managed effectively - does not necessarily mean a successful resolution of conflict |
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Term
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Definition
| the intentional instigation of conflict |
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Term
| Communication Boundary Management |
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Definition
| when someone is reluctant to discuss certain topics with particular people |
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Term
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Definition
| certain atmospheres, or feelings, surrounding different relationships |
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Term
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Definition
| climates in which at least one of the people involved is unclear, vague, tentative, and awkward about the goals, expectations, and potential outcomes of the conflict situation |
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Term
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Definition
| climates in which the people involved feel threatened - an atmosphere of mistrust, suspicion, and apprehension |
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Term
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Definition
| climate in which communicators are open to one another's ideas and feelings and together construct a reality that induces productive resolution of the problems that instigated the conflict in the first place |
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Term
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Definition
| posting online messages that are deliberately hostile or insulting toward a particular individual |
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Term
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Definition
| posting of provocative or offensive messages to whole forums or discussion boards in order to elicit some type of general reaction |
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Term
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Definition
| making a decision to avoid conflict |
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Term
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Definition
| response to conflict to promote the objectives of the individual who uses them, rather than the desires of the other person or the relationship |
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Term
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Definition
| response to conflict to benefit the relationship, serve mutual rather than individual goals, and strive to produce solutions that benefit both parties |
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Term
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Definition
| attacks on individuals rather than issues |
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Term
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Definition
| asking questions that encourage specific and precise answers |
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Term
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Definition
| pointing out the worst-case scenarios |
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Term
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Definition
| both sides give up a little to gain a little |
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Term
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Definition
| one partner offers something of equal value in return for something he or she wants |
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Term
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Definition
| a collection of more than two people who share some kind of relationship, communicate with an interdependent fashion, and collaborate toward some shared purpose |
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Term
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Definition
| relationship between two people |
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Term
| What are the group types? |
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Definition
- ascribed: born into
- reference: looked to for lifestyles
- acquired: join/moved into
- aspirational: like to belong
- disassociation: hate to belong
- contrived/formed for a specific purpose
- associative: realistically belong
- peer: people of equal standing |
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Term
| How does group size affect intimacy within a group? |
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Definition
| the bigger the group, the less intimate |
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Term
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Definition
| small subgroups hindering communication |
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Term
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Definition
| subgroup positioned against another subgroup |
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Term
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Definition
| larger groups when members don't feel the need to do work |
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Term
| What are the elements of group development? |
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Definition
- forming: who will be in charge and what the group goals will be
- storming: when group members inevitably began having conflicts over issues
- norming: norms among members that govern expected behavior
- performing: members combine skills and knowledge to work towards goals
- adjourning: groups have accomplished the goal and reflect |
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Term
| What are the six task roles? |
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Definition
1. information giver: offer facts, beliefs, experience, etc.
2. information seeker: asks for additional input/clarification
3. elaborator: provides further clarification
4. initiator: moves the group toward its objective
5. administrator: keeps the conversation on track
6. elder: online group member who has participated a long time |
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Term
| What are the three social roles within a group? |
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Definition
1. harmonizers: smooth tension
2. gatekeepers: ensure everyone contributes
3. sensors: express group feelings |
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Term
| What are the five ant-group roles? |
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Definition
1. blocker: use destructive communication
2. avoiders: change the subject; express cynicism
3. recognition seekers: boast for attention
4. distractors: go off on tangents
5. trolls (English): insert irrelevant, inflammatory comments |
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Term
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Definition
| the essence of organizational life |
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Term
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Definition
| standards and principles in a culture |
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Term
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Definition
| a qualitative methodology that uncovers and interprets artifacts, stories, rituals, and practices to reveal meaning in a culture |
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Term
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Definition
| explanation of the layers of meaning in a culture |
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Term
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Definition
| metaphor suggesting that organizational life is like a theatrical presentation |
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Term
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Definition
| regular and recurring presentations in the workplace |
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Term
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Definition
| routines done at the workplace each day |
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Term
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Definition
| routines associated with a particular job in the workplace |
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Term
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Definition
| routines that involve relationships with others in the workplace |
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Term
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Definition
| routines that pertain to the organization overall |
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Term
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Definition
| organizational stories that employees share with one another |
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Term
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Definition
| organizational behaviors intended to demonstrate cooperation and politeness with others |
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Term
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Definition
| organizational behaviors that demonstrate power or control |
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Term
| Enculturation Performance |
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Definition
| organizational behaviors that assist employees in discovering what it means to be a member of an organization |
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