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111 Cards in this Set
- Front
- Back
This term coined by Susan Sorenson is used to describe the dread and repulsion many people have about working in groups, teams, or attending meetings? |
Grouphate |
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This is communication among a small group of people who share a common purpose, who feel a sense of belonging to the group, and who exert influence on one another? |
Small Group Communication |
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This means that when we communicate, we send and receive messages simultaneously? |
Transactional |
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This is a setting in which the channel of communication is a phone line, fiber-optic cable, wireless signal, the Internet, or other means of sending messages to others...the interaction is not face to face. |
Mediated Setting |
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This is a prescription for acceptable behavior? |
Rule |
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This asserted that all humans have basic needs that can be arranged in a hierarchy; that is, people do not concern themselves with higher-level needs until lower-level needs are satisfied? |
Maslow's Theory |
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What is the listing of Maslow's Hierarchy of Needs? |
1. Physiological Needs (air, food, water) 2. Safety Needs 3. Belongingness Needs 4. Esteem Need 5. Self-Actualization Need |
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The need for air food and water is considered this type of need? |
Physiological |
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This is the need for one's security and protection. This is satisfied by family during childhood years? |
Safety |
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This is the need to feel a part of a group? |
Belongingness |
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This is the need to not only feel accepted but also considered worthwhile and valued by others? |
Esteem |
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This is considered a being need and motivates people to try to fulfill their potential and live life to its fullest. They are ready to function as autonomous beings, operating independently in quest of their own full potential. |
Self-Actualization |
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This suggests that there are 3 basic human needs that influence individuals as they form and interact in groups? |
Schutz's Theory |
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What are the 3 basic needs of Schutz's Theory? |
1. Inclusion 2. Control 3. Affection |
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This part of a message includes the specific information conveyed to someone? |
Content Dimension |
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This part of the message involves message cues that provide hints about whether you like or dislike the person with whom you are communicating? |
Relationship Dimension |
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In a small group, roles (sets of expectations) result from? |
1. Self-Concepts (expectations about ones own behavior). 2. The perceptions others have about individuals' positions in the group. 3. People's actual behavior as they interact with others. |
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These all influence self-concept development? |
1. Gender 2. Sexual Orientation 3. Culture 4. Role |
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These are aimed at accomplishing a group's goal? |
Task Roles |
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These define a group's social atmosphere? |
Maintenance Roles |
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These call attention to individual contributions and tend to be counterproductive to the overall group effort? |
Individual Roles |
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This person proposes new ideas or approaches to group problem solving; may suggest a different procedure or approach to organizing the problem-solving task? |
Initiator-contributor |
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This person asks for clarification of suggestions; also asks for facts or other information that may help the group deal with the issues at hand? |
Information Seeker |
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This person asks for clarification of the values and opinions expressed by other group members? |
Opinion Seeker |
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This person provides facts, examples, statistics, and other evidence that pertains to the problem the group is attempting to solve? |
Information Giver |
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This person offers beliefs or opinions about the ideas under discussion? |
Opinion Giver |
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This person provides examples based on his or her experiences or the experience of others that help to show how an idea of suggestion would work if the group accepted a particular course of action? |
Elaborator |
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This person tried to clarify and note relationships among the ideas and suggestions that have been provided by others? |
Coordinator |
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This person attempts to summarize what has occurred and tries to keep the group focuses on the task at hand? |
Orienter (summarizer) |
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This person makes an effort to judge the evidence and conclusions that the group suggests? |
Evaluator-critic |
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This person tries to spur the group to action and attempts to motivates and stimulate the group to greater productivity? |
Energizer |
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This person helps the group achieve its goal by performing tasks such as distributing papers, rearranging the seating, or running errands for the group? |
Procedural Technician |
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This person writes down suggestions and ideas of others; makes a record of the group's progress? |
Recorder |
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This person offers praise, understanding, and acceptance of others' ideas and suggestions? |
Encourager |
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This person mediates disagreements among group members? |
Harmonizer |
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This person attempts to resolve conflicts by trying to find an acceptable solution to disagreements among group members? |
Compromiser |
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This person encourages less talkative group members to participate and tries to limit lengthy contributions of other group members? |
Gatekeeper and expediter |
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This person helps to set standards and goals for the group? |
Standard Setter |
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This person keeps records of the group's process and uses the gathered information to evaluate the group's procedures? |
Group Observer |
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This person basically goes along with the suggestions and ideas of other group members; serves as an audience in group discussions and decision making? |
Follower |
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This person destroys or deflates the status of other group members; may try to take credit for someone else's contribution? |
Aggressor |
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This person is generally negative, stubborn, and disagreeable without apparent reason? |
Blocker |
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This person seeks the spotlight by boasting and reporting on his or her personal achievements? |
Recognition Seeker |
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This person uses the group as an audience to report personal feelings, insights, and observations? |
Self-confessor |
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This person reflects a lack of involvement in the group's process by telling stories and jokes that do not help the group; lack of interest may result in cynicism, nonchalance, or other behaviors that indicate lack of enthusiasm for the group and focus on himself and herself? |
Joker |
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This person makes an effort to assert authority by manipulating group members or attempting to take over the entire group; may use flattery or assertive behavior to dominate the discussion? |
Dominator |
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This person tries to evoke a sympathetic response from others; often expresses insecurity or feelings of low self-worth? |
Help Seeker |
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This person works to serve an individual need; speaks for a special group or organization that best fits his or her own biases? |
Special-Interest Pleader |
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This happens when there is disagreement and is defined as an expressed struggle between at least two interdependent people who perceive incompatible goals, scarce resources, and interference from others to achieve goals? |
Conflict |
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Conflict results from difference b/w group members such as? |
1. Perception 2. Personality 3. Knowledge 4. Culture 5. Power 6. Procedural Expectations (such as how decisions will be made and rules and norms) |
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This occurs when individuals agree, but, because of poor communication, they believe that they disagree? |
Pseudo-Conflict |
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This occurs when two people's goals or ideas are mutually exclusive or incompatible. It is called this because the issues are clear and each party understands the problem? |
Simple Conflict |
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This occurs when individuals become defensive about their positions b/c they think they are being personally attacked? |
Ego Conflict |
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This conflict management style is one in which a person attempts to ignore disagreements? |
Avoidance |
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This conflict management style is one in which the person gives in to the wishes of the other to make the conflict go away? |
Accommodation |
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This conflict-management style occurs when people stress winning a conflict at the expense of one or more other people? |
Competition |
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This style of conflict management attempts to find a middle ground-a solution that somewhat meets the needs of all concerned? |
Compromise |
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This conflict management style has a high concern for both yourself and others. Group members who use this view conflict as a problem to be solved rather than as a game in which some people win and others lose? |
Collaboration |
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This is the illusion of agreement-a type that occurs when a group strives to minimize conflict, maximize cohesiveness, and reach a consensus without critically testing, analyzing, and evaluating ideas? |
Groupthink |
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What are the three factors to be aware of in every small group? |
1. Risky Shift 2. Speed and Efficiency 3. Group Task |
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What are two dilemmas facing group decision making? |
1. Efficiency 2. Creativity |
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What are some risky behaviors associated with small groups (risky shift)? |
1. Groups gamble more 2. Make riskier decisions 3. Select alternatives with bigger payoffs and lower probability of attainment. 4. Offer anonymity |
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What are the steps to achieve structuring? |
1. Evaluation 2. Interdependence 3. Norms 4. Roles 5. Networks 6. Coping Behavior |
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How should information flow in a group? |
1. Naturally 2. Quickly |
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No meeting should last longer than? |
45 minutes |
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What are the steps/components of a good meeting? |
1. Roses and Onions 2. Follow up from last meeting 3. Rewards and Recognition for Individual Team Members 4. Professional Development 5. General Announcements |
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This is the component that discusses what the team is doing right? |
Roses |
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This is the component that discusses where the team needs improvement? |
Onions |
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What are the dimensions that make one credible? |
1. Competence 2. Character–honesty and consistency 3. Dynamism–communicates confidence and inspires others |
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What are the defining features of credibility? |
1. Source Characteristics 2. Situational Variables |
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How to build credibility? |
1. Maintain eye contact 2. Use gestures to add emphasis 3. Maintain open and relaxed posture 4. Voice, strive to sound confident 5. Clothing |
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How to develop quality relationships with followers? |
1. Display consistent behavior and values 2. Understand and appreciate constituents 3. Speak a common language that encourages working together. 4. Develop skills and self confidence in others. 5. Help keep hope alive by uplifting and boosting spirits |
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What are the stages of credibility? |
1. Initial 2. Derived 3. Terminal |
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These are characteristics people bring with them such as their reputation, personal appearance, occupation, and martial status? |
Initial Credibility |
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This is what a communicator says and does and involves content and reasoning and long with organization of ideas, delivery, and language? |
Derived Capability |
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This is what you are left with after a message is delivered and a speaker leaves? |
Terminal Credibility |
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All needs except/that are below self-actualization because they are filled by drawing on the resources of others? |
Deficiency Needs |
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This results when a person has to choose b/w two or more equally attractive/disdainful or mutually exclusive alternatives? |
Intrapersonal Conflict |
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This involves a situation in which our desires/intentions are perceived as being in opposition with those of another person? |
Interpersonal Conflict |
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These are voiced differences that begin and end with the words, "I say that", "You say that"? |
Disagreements |
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This turns disagreements into a conflict? |
Action |
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This is a productive style that occurs when one has little concern for self and others. Examples include: take flight, ignore, leave the room, joke, be too buys to talk, etc. People who play this role are often viewed as the "silent observer"? |
Avoidance |
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Techniques for resolving conflict include? |
1. Present Orientation 2. Breaking Down Conflict 3. Rules for Negotiation |
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This is discussing whatever the problem is now. You want to avoid trying to solve this problem by discussing other problems the group has encountered previously? |
Present Orientation |
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This is conflict discussed in terms of choices that are presented in certain situations? |
Levinger |
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What are Maslow's 4 types of conflict situations? |
1. Sheer Choice 2. Multiple Choice 3. Multiple Goals 4. Catastrophic Conflict |
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This looks for reasons for conflicts in a situation. Says there is always a stated reason and a hidden reason (manifest conflict and hidden conflict). The real conflict is always based on a hidden reason? |
Deutsch |
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How often a group meets depends on two things? |
1. Logical Considerations 2. Information Considerations |
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What are the decision making strategies that groups can choose from when problem solving? |
1. Decision by Consensus 2. Decision by Majority Vote 3. Decision by Expert 4. Decision by Leader 5. Random Choice 6. Averaging individual rankings |
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This is the ideal manner to deal with problems and occurs when all member of the group agree on a particular course of action. It is the most time consuming and dangerous and requires full cooperation and involvement? |
Decision by Consensus |
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This is a way to make swift decisions and often results in an unsatisfied minority? |
Decision by Majority Vote |
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This is when an outside member is invited to make a decision based on expertise or an expert group member makes the decision for the others? |
Decision by Expert |
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This is when the leader gives up position as impartial member? |
Decision by Leader |
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This is not recommended for groups who take decision making seriously; bypasses the need for discussion? |
Random Choice |
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This can have a positive effect when wishing to hear the views of all group members but does not take advantage of members various talents? |
Averaging Individual Rankings or Ratings |
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This is when members feel they are getting the attention and respect they deserve; members feel that their place in group is right in their own eyes; members getting the attention and respect they deserve? |
Status Consensus |
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This is based upon identification and liking relations? |
Attraction Principle |
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This principle is based on liking those who reward us and disliking those who punish us? |
Reinforcement |
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This principle can predict who we are attracted to by adding up all the rewards a person is likely to provide and balance them against the punishments the person likely to inflict thus arriving at? |
Total Reward Index |
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These occur when people are responsible for their own fate, or get what they deserve. We like/attracted to those who succeed? |
Accidental Happenings |
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This relies on equity theory/source orientation. Says we tend to dislike those whom we have harmed or injured. Our attitudes toward others are consistent with our treatment of them? |
Unjust Treatment |
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This is the physical distance b/w people as linked with popularity, attraction, and repulsion. Please close to each other will reward each other and limit punishments? |
Propinquity |
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What are the social power/power bases? |
1. Informational Power 2. Reward Power 3. Coercive Power 4. Expert Power 5. Referent Power 6. Legitimate Power |
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This is the persuasive content of message, logic displayed, ability to reason, demonstrated superiority of knowledge, support material, and relationship of power to received? |
Informational Power |
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This is the ability of the agent to provide positive sanctions if recipient complies with agents request. Ability to remove negative sanctions. Rewards should be perceived as worthwhile and within agents to bestow? |
Reward Power |
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This is the ability of an agent to punish recipient if he or she does not perform in a specific manner. Threat of punishment is often enough to motivate people to comply with request. Excessive use can cause people to dislike agent. |
Coercive Power |
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This is when the agent has power in situation b/c we attribute to person superior/specialized knowledge, expertise, certain skills. Every person has some of this? |
Expert Power |
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Key words associated with this include "I want to be like you." You do what person ants out of respect, liking, wanting to be like the person? |
Referent Power |
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This is the assigned rights of power. Assigned by external power source? |
Legitimate Power |
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***What are the phases of attraction and what makes them unique?*** |
1. Initial Attraction: Based on object properties and is a transitory phase that passes as communication occurs. IN the phase people tend to be treated as objects based on; physical attributes, dress, appearance, person mannerisms, and group affiliations. 2. Intermediate Attraction: Based on human communication with an emphasis on social rewards In this phase if a person reciprocates our attraction we derive pleasure from the relationship. This satisfaction and similarity allows more to communicate about and we become dependent on on people in the transaction and desire continued reinforcement and positive feedback. In this phase we communicate to: determine similarities and establish mutually beneficial reasons to continue the relationship. 3. Long Term Attraction: We become more comfortable in the presence of this person and are less concerned with social reinforcement. For example we are willing to tolerate silence, negative feedback, and idiosyncratic behavior. |
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***Stages to campaign for power in groups?*** |
1. Identification with and support from low status people. This means to seek to develop a power base within a group by communicating in the following ways: frequency of interaction, visibility, rewards, reinforcement, establish similarities and credibility, and to build interpersonal attraction. Once identification occurs the shift must be to interacting with high status members. 2. Interaction with High Status Members: This involves recognition by high status members. In other words, people in high places need to know you are alive, acknowledge your presence. Once achieved you have a power base and have support from other groups. |