conversational steps:

opening

feedfoward

business

feedback

closing

conversation steps

opening-

feedfoward-

business-

feedback-

closing-

1)greeting behavior. opens up channel of comm. reveals info about relationship

2)whatyou tend to accomplish during convo. small talk to open comm previews the message disclaimer-hear message certain way

3)focus/subject of comm. goal of comm.

4) looking back at convo and making judgements about it (+or-comm)(message or person focused) (consequences? immediate or delayed)

5) signal that convo is ending like looking at watch

being open to new info and points of view, avoid first impressions

metacommunication

clarify what you're talking about

(comm about comm)

put yourself in someone elses shoes.

focus on the persons feelings and reflect back to them the feelings you think they are expressing

Contact

Involvement

Intimacy

deterioration

repair

dissolution

contact-

involvement-

intimacy-

1)peceptional (see, hear, smell person)  and interactional (superficial and impersonal) contact

exchange basic info, physical appearance important

2)experiment and try to learn more about other person. you "test" your original judgemtn of the person, begin to reveal self if you want continue involvement 

3)commit self (best friend, lover, companion), honesty and openness, reveal things not revealed in other relationships 

Deterioration-

Repair-

Dissolution-

1)weakening of bonds, dissatisfaction is experienced,withdrawal, awkward silence,less physical contact,conflicts,negative messages and deception increase

2)attempt to fix relationship. analyze what went wrong and try to solve problems

3)cutting the bonds that tie you together.  THE END

Eros-focuses on physical attractiveness. seeks beauty and sensuality.

Ludus-love as fun and games. seeks entertainment and excitement. doesnt take love seriously.

Storage-peaceful and tranquil love. lacks passion and intensity-hard to seperate from a friendship; try to find a companion not a lover.

Pragma-traditional. seeks compatability and needs and desires to be met. more concerned with social qualifications than personal qualities-rely on logic not feelings

Mania-obsessive love that needs constant attention and affection.often depression, jealousy and self doubt

Agape-compassionate and selfless. w/o expectation for reward or gain

speak to men and women diff.

women give more cues that they're listening and appear more supportive in listening than men

men friendships-based on shared activities

Womens friendships- based on feelings, support and "personalism"

family can be anyone 

-gays and lesbians

-unmarried ppl living together

-non nuclear families

-single parent homes

opening

feedfowards

business

feedback

closing

roundtable-members in a circular or semicircular pattern

panel-similar to roundtable but is observed by audience who may comment.

symposium-series of prepared presentations like public speeches that address specific aspects of a SINGLE topic.

forum-prepared speeches, Q's and comments from audiences. responses from symposium speakers

online groups-more task orientated and efficient than face-to-face

a)chatrooms:in REAL TIME; message immediate with no delay. gives you the option to OBSERVE and not contribute to the convo.  similar to large party-group of "guests" who divide into groups to discuss a specific topic

b)mailing lists-use email. any message sent on the list can be viewed by all. NOT REAL TIME; time delayed and not immediate 

small group culture

Group norms-

high/low context culture-

develope cultural norms influenced by own high or low context orientation.

1) rules or standards of whats appropriate

2) High context-shares known info(in common) does not need to be made explicit. ppl get to know each other and rely on nonverbals

3)low context-do not share information (have nothing in common) with you, details explicit.  ppl dont get to know each other

brainstorming

2 stages:

processes of analzying a problem by a process of generating as many ideas as possible.

-most often used in small group settings

-encourages all to participate

-builds pride and ownership with final solution because all contributed

`1)brainstorming period-avoid "idea killers"

more ideas, more likely solution can be found wild ideas are allowed

2) evaluation period-allows for criticism 

1)Educational/learning groups-variety of discussion pattens:chronological/spatial,cause/effect, problem/solution, structure/function or topical

2) Focus groups-indepth interview of a small group focused on an issue or product. leader tries to discover members beliefs, attitudes, thoughts and feelings to guide decisions.

-by Dewey

1)define and analyze problem

2)establish criteria for evaluating solutions (practical and value)

3)identify possible solutions (brainstorming)

4)evaluate solutions

5) select best solution

6)test selected solution

-nominal group technique, delphi method and quality circles rely on this

-no interaction; use questionaires

-good when ppl are geographically distant

-minimize dominant members and peer pressure

 1)define problem

2)individuals contribute 5 ideas in writing

3) all ideas are combined and memebers are asked to select a certain number of best ideas from list

4)another list is then produced and members are asked to select 1 or 2 best ideas

5)another list is produced..(happens about 3 times)

6) final solutions identified and told to all members

groups of workers (from area being studied) whose task is to investigate and make recommendations for improving the quality of some organization.

*aim is economic:improve quality and profitability

*improve worker morale

ex. evaluator/critic, information seeker, opinion giver, recorder, procedural technician

-help group focus on achieving its goal.

-members serve several roles alternated frequently

ex. encourager, harmonizer,compromiser, and follower

-meet relationship needs of group members

-useful perspective on thinking critically in a small group situation.

-agreement extremely important-tends to shut out realistic and logical analysis of a problem or poss. alternatives

-members extremely selective on info they consider seriously and ignore facts and opinions contrary to groups position and accept those that agree readily without any criticism

group leadership:

trait approach

functional approach

1)leader possesses characteristics or skills(traits) that contribute to leadership

-qualities vary with group situation, members and cultures

2)focuses on what leader should do in a given situation. set group goals, give members direction, summarize group progress

group leadership:

Transformational approach

Situational approach

1)has transformational leader (called a visionary) who elevates group members enabling them to accomplish group tasks and empowering them.

-centered around charisma-indiviudal makes us believe or want to follow them.

2)leader adjusts his emphasis b/w task accompiishment and member satisfaction. each situation will be unique and will differ in tasks and maturity

1)prepare members and start interaction-leader organizes and stimulates interation b/w members

2)maintain effective interaction-make sure everyone is getting opportunity to express themselves

3) guide members through agreed-on agenda-keep them on track by asking relevant Qs, summarizing discussions and transitioning from one topic to the next

4)ensure member satisfaction-allow personal comments and be supportive

5)empower group members-raise self-esteem,compliment, reinforce, constructive criticism,encourgage growth

6)encourage ongoing evaluation and improvement-always room for improvement

7)manage conflict effectively

8)mentor-provide learning

pyschonexus

cathexus

annexus

1)comm based primarily upon predictions about each other at pyschological level

2)expending emotional energy for the OTHER persons benefi (go the extra mile for someone when you dont always want to)

3)close comm in time and space (close to you and close to your age)

process of dyadic (2 parties-interviewer and interviewee) relational comm w/a predetermined & serious purpose designated to interchange behavior & involving  Q/A format

-have restricted subject-only whats pertinant

-face to face and purposeful

-current/future  

-information processing

-many forms of comm used

-efficiency vs effectiveness

interview structure

3 steps:

-opening

-body

-closing

1) establish rapport (relaxed, comfortable)

2)orientation focus ("here's what i plan to accomplish..")

-summarize/preview

-request time (length of interview)

-incentive

-refer to organization or person

interview guide: 

-outline topics and subtopics

-helps guide overall structural sequence

*topical

*chronological

*spatial

*problem/solution

*cause/effect

1)nonscheduled-extremely open Qs

2)moderately scheduled-main Qs that are open and certain specific Qs

3)Highly scheduled-read off paper, more rigid

4)Standardized-like M.C., always the same

1)feedback-positive comments, summary, clearing house Q (do you think there was anything else i should have asked?)

2) verbal/nonverbal techniques to end

-offer to answer Qs

-declare completion of task

-times-up

-personal inquiry

-express appreciation

-plan for next meeting

-lean foward

-straighten up

-stand up

-move away

-uncross legs places hands on knees

-shake hands

-look at time

Critical interviewer decisions

(what THEY want)

-ability to comm and sociability

-aggressiveness and initiative

-assertiveness, self confidence

-enthusiasm and motivation

-intelligence (book and practical)

-leadership potential

-maturity and pleasant personality

-persuasiveness and positive attitude

high nonverbal exhibited-steady eye contact, varied voice, enthusiasm, demonstrate high level of energy, expressiveness (facials and hand movements)

-expresses self concisely (short and to point)

-answers Qs fully

-state personal opinions when relevant

-speak fluenty and standard english (no slang, no 'likes' or 'ums')

-keep on subject at hand

-systematic and objective sharing of ideas and info by 3 or more ppl who work together in an effort to solve a problem (goal orientated)

-awareness of the role of each member

 -face to face

-share some common identity or purpose

-share standards for governing their actions as members

-attitude and behavior change

-better judgements (groups better than individuals)

-feeling of involvement

2 parts of social organization

(the way we do something)

part one:

1)structure-roles ppl play,

 BORMAN-'leaders vs.followers'

-underachievers-dont care or more inportant things to do

-uninformed/unskilled (not familiar with)

-overactive (want to be achiever)

CARTER & COUCH-prominence (the more you talk the more attention you get), task skill, socioemotional skill (how easy to work with)

-all helps determine our role in the group

-task leader

-socioemotional leader (positive role)

-tension releaser

-info/opinion giver

-questioner (asks Qs for group to consider)

-silent observer (watches interaction, easily overlooked)

-active listener (uses nonverbal feedback)

-recorder-(takes notes)

2 parts of Social organization

(the way we do something)

part two:

2)culture

norms-unwritten rules for how to behave, can be individual or group

cohesion-bond that holds group together, high interaction level,positive feelings, satisfaction with group decisions and products

conflict-interpersonal (b/w members of group-DISCOURAGED), substantive (diff. solutions for a problem-ENCOURAGED)

communication behaviors

Positive

Negative

positive:                                                        negative:

-listen attentively                                          -dominate

-assist on procedure                                        -block

-summarize, compromize                                  -pleading

1) no purpose

2) no plan  (decision making)

3)dont say anything

4)say too much

5)dont prepare

6) dont think of others

1)brainstorming

2)nominal group technique

3)delphi method

4) quality circles

5) Dewey and reflective thinking

rules:

-no evaluation on this step

-seeking QUANTITY

-seek to combine and extend

-"free thinking" encouraged (wild ideas)

-uses limited discussion and confidentiality in voting

1)defind and clarify problem

2)write down individual ideas w/out discussion

3)sequentially share ideas (person to person to person)

4)clarify (elaborate) each suggestion (NO debate)

5)rank suggestions individually

6)combine rankings to get group rankings

7)clarification, discussion, and possible reordering

8)highest ranked suggestion tested

1)identify problem

2)state basic objective/goal

3)state constraints, assumptions and facts

4)generate poss solutions (use creative thinking)

5)evaluate and make decision

6)analysis (seperate chosen poss solution into meaningful elements)

7) synthesis (combine together for detailed soultion)

8)evaluate solution (does it meet basic goal? is it safe? feasable?practical?legal?ethical?moral?)

9)report results and make recommendations

10)implement decision

11)checl results (did solution work?)

constraint-

assumption-

facts-

YOU GATHER INFORMATION..................

1)factors that limit the outcome and CANNOT be changed

2) applied to factors that CAN change to simplify the problem and make it solvable

3)statements of what we KNOW

4) CONSTANTLY!!!!