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Coms 5 Quiz 4
Chapters 11, 7, 8, & 12
| Question | Answer |
|---|---|
| A group technique for generating potential solutions to a problem; the free flow of ideas without immediate criticism. | brainstorming |
| Constructive participation: Creating and sustaining of an open & engaged atmosphere for discussion. | climate communication |
| Closeness or camaraderie among members of a group. | cohesion |
| In groups, disagreement that is characterized by respect for diverse opinions. | constructive conflict |
| In groups, disagreement characterized by competitive communication & self-interest. | disruptive conflict |
| An unconstructive form of group contribution that is used to block others or to call attention to oneself. | egocentric communication |
| More than two people who interact over time, who are interdependent, and who follow shared rules of conduct to reach a common goal. | group |
| The absence of critical and independent thought on the part of group members. | groupthink |
| A set of behaviors that helps a group maintain a good climate and accomplish tasks in an organized way. | leadership |
| An informal rule that guides how members of a culture or group think, feel, and act. | norm |
| The ability to influence others. | power |
| The ability to help or harm others. | power over |
| The ability to empower others to reach their goals. | power to |
| Constructive participation: directs ideas and coordinates member contributions | procedural communication |
| A group in which people from different departments or areas in an organization collaborate to solve problems, meet needs, or increase the quality of work life. | quality improvement team |
| The attempt to increase personal status in a group by winning the approval of high-status members. | social climbing |
| A special kind of collaborative vitality that enhances the energies, talents, and strengths of individual members. | synergy |
| Constructive participation: focuses on giving and analyzing information and ideas. | task communication |
| A special kind of group characterized by different and complementary resources of members and by a strong sense of collective identity. | team |
| Communicating that you hear and understand another’s expressed feelings and thoughts. | acknowledgment |
| Identifying and setting aside for later discussion any issues peripheral to a current conflict. | bracketing |
| The overall feeling, or emotional mood, between people. | communication climate |
| The expression of different views, interests, or goals and the perception of differences as incompatible or in opposition. | conflict |
| Conflict that is expressed indirectly. | covert conflict |
| The communication of acceptance of another’s thoughts and feelings. | endorsement |
| Granting forgiveness, putting aside our own needs, or helping another save face when no standard says we should or must do so. | grace |
| The expressed valuing of another person. | interpersonal confirmation |
| Assumes that everyone loses when conflict occurs. | lose–lose |
| Conflict expressed directly and in a straightforward manner. | overt conflict |
| The communication of awareness that another person exists and is present. | recognition |
| Assumes that in any conflict one person wins and the others lose. | win–lose |
| Assumes that everyone involved in a conflict can win and attempts to bring about a mutually satisfying solution. | win–win |
| The giving up of one’s native ways to take on the ways of another culture. | assimilation |
| A culture that regards people as deeply connected to one another and to their families, groups, and communities. | collectivist culture |
| The recognition that cultures vary in thought, action, and behavior as well as in beliefs and values. | cultural relativism |
| The beliefs, understandings, practices, and ways of interpreting experience that are shared by a group of people. | culture |
| The tendency to assume that one way of life is normal and superior to other ways of life. | ethnocentrism |
| An indirect and undetailed way of speaking that conveys meanings implicitly rather than explicitly. | high-context communication style |
| A culture in which each person is viewed as distinct from other people, groups, and organizations. | individualistic culture |
| Language that is very explicit, detailed, and precise. | low-context communication style |
| Able to speak and understand more than one language or communication style. | multilingual |
| A response to diversity; in which one incorporates some practices, customs, and traditions of other groups into one’s life. | participation |
| A response to diversity; attacking the cultural practices of others or proclaiming that one’s own cultural traditions are superior. | resistance |
| A response to diversity; in which one values others’ customs, traditions, and values even if one does not actively incorporate them into one’s life. | respect |
| A group of people who live within a dominant culture yet also belong to another social group. | social community |
| The social, symbolic, and material conditions common to a group of people that influence how they understand themselves, others, and society. | standpoint |
| A response to diversity; in which one accepts differences, although one may not approve of or even understand them. | tolerance |
| A response to diversity; that assumes that differences are rooted in cultural teachings and that no traditions, customs, or behaviors are intrinsically better than others. | understanding |
| The links among members of an organization. | communication network |
| Understandings about identity and codes of thought and action that are shared by the members of an organization. | organizational culture |
| A formal statement of practice that reflects and upholds an organization’s culture. | policy |
| A dramatic, planned set of activities that brings together aspects of cultural ideology in a single event. | rite |
| A form of regularly occurring communication that members of an organization perceive as a familiar, routine part of organizational life. | ritual |
| The responsibilities and behaviors expected of a person by virtue of her or his position. | role |
| An organized relationship and interaction between members of an organization. (roles, rules, policies, and communication networks). | structure |
| Recurring hostile behaviors used by people with greater power against people with lesser power. | workplace bullying |
Created by:
Coms5
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