Question 1

Interpersonal conflict

Accepted Answer

1)An expressed struggle 
2)between at least two interdependent people 
3)who perceive incompatible goals, scarce resources, or interference 4) who are attempting to achieve their goals.

Question 2

Conflict Trigger

Accepted Answer

Common perceived causes of interpersonal conflict. Examples: criticism, feeling entitled, seeming lack of fairness, more costs than rewards, different perspectives, and dialectical tensions

Question 3

Dialectical tension

Accepted Answer

Tension arising from a person's need for two things at the same time (open and closed in a relationship)

Question 4

(4)Conflict Myths

Accepted Answer

1) Conflict is always a sign of a poor interpersonal relationship
2) conflict can always be avoided
3) conflict always occurs because of misunderstandings
4) conflict can always be resolved

Question 5

Psuedoconflict

Accepted Answer

Conflict triggered by a lack of understanding and miscomunication

Question 6

Principles of Power(6)

Accepted Answer

1) Person who appears least interested has most power
2) Power exists in all relationships
3) Power derives from the ability to meet a person's needs
4) Both people in a relationship have some power
5) Power is circumstantial
6) Power is negotiated

Question 7

Types of power(5)

Accepted Answer

1) Legitimate power
2) Referent power
3) Expert power
4) Reward power
5) Coercive power

Question 8

Legitimate power

Accepted Answer

Power that is based on respect for a person's position

Question 9

Referent power

Accepted Answer

Power that comes from our attraction to another person, or the charisma a person possesses

Question 10

Expert power

Accepted Answer

Power based on a person's knowledge and experience

Question 11

Reward power

Accepted Answer

Power based on a person's ability to satisfy our needs

Question 12

Coercive power

Accepted Answer

Power based on the use of sanctions or punishments to influence others

Question 13

Conflict management styles(5)

Accepted Answer

1) Avoidance 
2) Accommodation
3) Competition
4) Compromise
5) Collaboration

Question 14

Avoidance

Accepted Answer

Backing off and side-stepping conflict(demand/withdrawal pattern)

Question 15

Accomodation

Accepted Answer

Conflict management style that involves giving in to others demands

Question 16

Competition

Accepted Answer

Conflict management style that stresses winning a conflict at the expense of the other person involved.

Question 17

Compromise

Accepted Answer

Conflict management style that attempts to find the middle ground in a conflict

Question 18

Collaboration

Accepted Answer

Conflict management style that uses other-oriented strategies to achieve a positive solution for all involved

Question 19

How do we choose our conflict management style?

Accepted Answer

Depends on our time, situation, ect. If people were brought up in good homes and have secure attachment styles, then they usually collaborate. If conflict styles are secure and insecure, there is more avoidance.

Question 20

Manage info for conflict management

Accepted Answer

Manage info:Describe the conflict-producing events, take turns talking, Use I language, avoid "but" language

Question 21

Manage goals for conflict management

Accepted Answer

Manage goals: Identify goals that differ, see where they overlap

Question 22

Managing emotions for conflict management

Accepted Answer

Manage emotions: Seek to understand why you're angry, breathe, avoid personal attacks(gunny-sacking) and be careful with nonverbals

Question 23

Principled negotiation strategy for conflict management

Accepted Answer

Manage the problem: Use a PRINCIPLED NEGOTIATION strategy like separating people from the problem, focusing on shared interest, generating options to solve problem.

Question 24

Problem solving structure(John Dewey)

Accepted Answer

Use problem solving structure: John Dewey's reflective thinking method; defining problem, analyzing the problem, determining the goal, generate multiple solutions, pick best solution.

Question	Answer
Interpersonal conflict	1)An expressed struggle 2)between at least two interdependent people 3)who perceive incompatible goals, scarce resources, or interference 4) who are attempting to achieve their goals.
Conflict Trigger	Common perceived causes of interpersonal conflict. Examples: criticism, feeling entitled, seeming lack of fairness, more costs than rewards, different perspectives, and dialectical tensions
Dialectical tension	Tension arising from a person's need for two things at the same time (open and closed in a relationship)
(4)Conflict Myths	1) Conflict is always a sign of a poor interpersonal relationship 2) conflict can always be avoided 3) conflict always occurs because of misunderstandings 4) conflict can always be resolved
Psuedoconflict	Conflict triggered by a lack of understanding and miscomunication
Principles of Power(6)	1) Person who appears least interested has most power 2) Power exists in all relationships 3) Power derives from the ability to meet a person's needs 4) Both people in a relationship have some power 5) Power is circumstantial 6) Power is negotiated
Types of power(5)	1) Legitimate power 2) Referent power 3) Expert power 4) Reward power 5) Coercive power
Legitimate power	Power that is based on respect for a person's position
Referent power	Power that comes from our attraction to another person, or the charisma a person possesses
Expert power	Power based on a person's knowledge and experience
Reward power	Power based on a person's ability to satisfy our needs
Coercive power	Power based on the use of sanctions or punishments to influence others
Conflict management styles(5)	1) Avoidance 2) Accommodation 3) Competition 4) Compromise 5) Collaboration
Avoidance	Backing off and side-stepping conflict(demand/withdrawal pattern)
Accomodation	Conflict management style that involves giving in to others demands
Competition	Conflict management style that stresses winning a conflict at the expense of the other person involved.
Compromise	Conflict management style that attempts to find the middle ground in a conflict
Collaboration	Conflict management style that uses other-oriented strategies to achieve a positive solution for all involved
How do we choose our conflict management style?	Depends on our time, situation, ect. If people were brought up in good homes and have secure attachment styles, then they usually collaborate. If conflict styles are secure and insecure, there is more avoidance.
Manage info for conflict management	Manage info:Describe the conflict-producing events, take turns talking, Use I language, avoid "but" language
Manage goals for conflict management	Manage goals: Identify goals that differ, see where they overlap
Managing emotions for conflict management	Manage emotions: Seek to understand why you're angry, breathe, avoid personal attacks(gunny-sacking) and be careful with nonverbals
Principled negotiation strategy for conflict management	Manage the problem: Use a PRINCIPLED NEGOTIATION strategy like separating people from the problem, focusing on shared interest, generating options to solve problem.
Problem solving structure(John Dewey)	Use problem solving structure: John Dewey's reflective thinking method; defining problem, analyzing the problem, determining the goal, generate multiple solutions, pick best solution.

"Know" box contains:
Time elapsed:
Retries:

Ch 8