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Questions and Answers
What is the process of having the receiver restate the message in their own words?
What is the process of having the receiver restate the message in their own words?
Which step is part of the oral message-sending process?
Which step is part of the oral message-sending process?
What does the message-receiving process include?
What does the message-receiving process include?
What is the relationship between communication competency and leadership performance?
What is the relationship between communication competency and leadership performance?
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What is another term for the compromising style of conflict resolution?
What is another term for the compromising style of conflict resolution?
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What is a disadvantage of the compromising style of conflict resolution?
What is a disadvantage of the compromising style of conflict resolution?
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When is the compromising style of conflict resolution most appropriate?
When is the compromising style of conflict resolution most appropriate?
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What is an advantage of the problem-solving style of conflict resolution?
What is an advantage of the problem-solving style of conflict resolution?
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When is the problem-solving style of conflict resolution most appropriate?
When is the problem-solving style of conflict resolution most appropriate?
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What is a disadvantage of the problem-solving style of conflict resolution?
What is a disadvantage of the problem-solving style of conflict resolution?
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When is the avoiding style of conflict resolution most appropriate?
When is the avoiding style of conflict resolution most appropriate?
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What is an advantage of the avoiding style of conflict resolution?
What is an advantage of the avoiding style of conflict resolution?
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What are the steps involved in mediation in conflict resolution according to the BCF model?
What are the steps involved in mediation in conflict resolution according to the BCF model?
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What does the contingency leadership model determine leadership style based on?
What does the contingency leadership model determine leadership style based on?
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How does the path-goal leadership model select the leadership style?
How does the path-goal leadership model select the leadership style?
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What do critics say about the path-goal leadership model?
What do critics say about the path-goal leadership model?
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What are the conflict management styles mentioned in the text?
What are the conflict management styles mentioned in the text?
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What is an advantage of the avoiding conflict style?
What is an advantage of the avoiding conflict style?
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What does 360-degree feedback involve?
What does 360-degree feedback involve?
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What is the focus of coaching feedback?
What is the focus of coaching feedback?
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What does the Job Instructional Training (JIT) include?
What does the Job Instructional Training (JIT) include?
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What is the initiating conflict resolution model based on?
What is the initiating conflict resolution model based on?
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What does the BCF model describe conflict in terms of?
What does the BCF model describe conflict in terms of?
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What is mentoring in management?
What is mentoring in management?
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What does attribution theory explain in management?
What does attribution theory explain in management?
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What is the role of a mediator in conflict resolution?
What is the role of a mediator in conflict resolution?
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What are key aspects of communication in management?
What are key aspects of communication in management?
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What factors does the performance formula consider?
What factors does the performance formula consider?
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What causes conflict according to the text?
What causes conflict according to the text?
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What should feedback involve?
What should feedback involve?
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What is descriptive feedback based on?
What is descriptive feedback based on?
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When should feedback be given?
When should feedback be given?
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Why is criticism rarely effective?
Why is criticism rarely effective?
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What makes employees feel like winners according to the text?
What makes employees feel like winners according to the text?
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What does the coaching model for improving performance involve?
What does the coaching model for improving performance involve?
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What does mentoring involve according to the text?
What does mentoring involve according to the text?
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When does conflict arise according to the text?
When does conflict arise according to the text?
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What does conflict resolution involve according to the text?
What does conflict resolution involve according to the text?
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What should BCF statements avoid?
What should BCF statements avoid?
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Communication is the process of conveying information and meaning.
Communication is the process of conveying information and meaning.
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There is a positive relationship between communication competency and leadership performance.
There is a positive relationship between communication competency and leadership performance.
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The message-receiving process includes listening, analyzing, and checking understanding.
The message-receiving process includes listening, analyzing, and checking understanding.
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Paraphrasing is the process of having the receiver restate the message in their own words.
Paraphrasing is the process of having the receiver restate the message in their own words.
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Compromising style of conflict resolution is also called problem-solving style.
Compromising style of conflict resolution is also called problem-solving style.
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The compromising style of conflict resolution can lead to subpar decisions.
The compromising style of conflict resolution can lead to subpar decisions.
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When group goals come first and members collaborate, the compromising style of conflict resolution is most appropriate.
When group goals come first and members collaborate, the compromising style of conflict resolution is most appropriate.
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The compromising style of conflict resolution is advantageous because it can lead to the best solution.
The compromising style of conflict resolution is advantageous because it can lead to the best solution.
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The compromising style of conflict resolution is time consuming.
The compromising style of conflict resolution is time consuming.
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When compromise would result in sub-optimization, the compromising style of conflict resolution is most appropriate.
When compromise would result in sub-optimization, the compromising style of conflict resolution is most appropriate.
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The compromising style of conflict resolution is advantageous because conflict is resolved quickly.
The compromising style of conflict resolution is advantageous because conflict is resolved quickly.
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The compromising style of conflict resolution is appropriate when maintaining relationships is important.
The compromising style of conflict resolution is appropriate when maintaining relationships is important.
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360-degree feedback involves receiving performance evaluations from multiple individuals
360-degree feedback involves receiving performance evaluations from multiple individuals
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Coaching provides motivational feedback to maintain and improve performance
Coaching provides motivational feedback to maintain and improve performance
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Job instructional training (JIT) includes steps such as trainee preparation, task presentation, task performance, and trainer follow-up
Job instructional training (JIT) includes steps such as trainee preparation, task presentation, task performance, and trainer follow-up
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Coaching feedback is based on a supportive relationship, specificity, and lack of judgmental criticism
Coaching feedback is based on a supportive relationship, specificity, and lack of judgmental criticism
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Attribution theory explains how managers determine reasons for effective or ineffective performance
Attribution theory explains how managers determine reasons for effective or ineffective performance
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The performance formula considers performance as a function of ability, motivation, and resources
The performance formula considers performance as a function of ability, motivation, and resources
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Mentoring involves a more-experienced manager assisting a less-experienced protégé
Mentoring involves a more-experienced manager assisting a less-experienced protégé
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Conflict arises from disagreement and opposition among individuals
Conflict arises from disagreement and opposition among individuals
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The initiating conflict resolution model consists of planning a BCF statement, presenting it, proposing alternative resolutions, and making an agreement for change
The initiating conflict resolution model consists of planning a BCF statement, presenting it, proposing alternative resolutions, and making an agreement for change
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The BCF model describes conflict in terms of behavior, consequences, and feelings
The BCF model describes conflict in terms of behavior, consequences, and feelings
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A mediator is a neutral third party who helps resolve a conflict
A mediator is a neutral third party who helps resolve a conflict
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Giving clear instructions and receiving messages through effective listening and feedback are key aspects of communication in management
Giving clear instructions and receiving messages through effective listening and feedback are key aspects of communication in management
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Descriptive feedback can be based on observed and proven facts or unproven inferences.
Descriptive feedback can be based on observed and proven facts or unproven inferences.
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Feedback should be given as soon as possible, but flexibility is needed, especially when time is limited or emotions are high.
Feedback should be given as soon as possible, but flexibility is needed, especially when time is limited or emotions are high.
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Coaching feedback makes employees feel like winners, unlike criticism which makes them feel like losers.
Coaching feedback makes employees feel like winners, unlike criticism which makes them feel like losers.
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Mentoring involves providing career advice and developing leadership skills.
Mentoring involves providing career advice and developing leadership skills.
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Conflict arises when there is a breach in the psychological contract, the unwritten implicit expectations in a relationship.
Conflict arises when there is a breach in the psychological contract, the unwritten implicit expectations in a relationship.
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BCF statements should avoid making judgments, threats, or giving solutions.
BCF statements should avoid making judgments, threats, or giving solutions.
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Effective feedback involves staying calm, avoiding defensiveness, and being open to questions.
Effective feedback involves staying calm, avoiding defensiveness, and being open to questions.
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Criticism is rarely effective as it can make employees defensive and develop a negative attitude.
Criticism is rarely effective as it can make employees defensive and develop a negative attitude.
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The coaching model for improving performance involves describing current and desired performance, getting a commitment to change, and follow-up.
The coaching model for improving performance involves describing current and desired performance, getting a commitment to change, and follow-up.
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Conflict resolution involves planning a Behavior, Consequence, and Feeling (BCF) statement, presenting it, and agreeing on the conflict.
Conflict resolution involves planning a Behavior, Consequence, and Feeling (BCF) statement, presenting it, and agreeing on the conflict.
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Initiating conflict resolution involves persisting with a short, planned statement and waiting for a response if needed.
Initiating conflict resolution involves persisting with a short, planned statement and waiting for a response if needed.
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Mentoring involves providing feedback based on observed and proven facts.
Mentoring involves providing feedback based on observed and proven facts.
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Mediation in conflict resolution involves developing alternative resolutions.
Mediation in conflict resolution involves developing alternative resolutions.
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The contingency leadership model determines leadership style as task- or relationship-oriented.
The contingency leadership model determines leadership style as task- or relationship-oriented.
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The path-goal leadership model selects the leadership style: directive, supportive, participative, or achievement-oriented.
The path-goal leadership model selects the leadership style: directive, supportive, participative, or achievement-oriented.
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Critics say research supports the path-goal leadership model more in lab studies than in field studies.
Critics say research supports the path-goal leadership model more in lab studies than in field studies.
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Advantages of avoiding conflict style include maintaining relationships, but the disadvantage is no resolution.
Advantages of avoiding conflict style include maintaining relationships, but the disadvantage is no resolution.
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The accommodating conflict style involves passively giving in to the other party.
The accommodating conflict style involves passively giving in to the other party.
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The negotiating conflict style involves assertive, give-and-take concessions.
The negotiating conflict style involves assertive, give-and-take concessions.
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The collaborating conflict style seeks joint resolution with the best solution for all parties.
The collaborating conflict style seeks joint resolution with the best solution for all parties.
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The leadership continuum model selects one of seven styles based on boss-centered versus subordinate-centered leadership.
The leadership continuum model selects one of seven styles based on boss-centered versus subordinate-centered leadership.
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The forcing conflict style involves using aggressive behavior to get their way, with advantages including better decisions and maintaining relationships.
The forcing conflict style involves using aggressive behavior to get their way, with advantages including better decisions and maintaining relationships.
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Appropriate use of the forcing style includes trivial conflicts, low stakes, and when confrontation would damage relationships or time is short.
Appropriate use of the forcing style includes trivial conflicts, low stakes, and when confrontation would damage relationships or time is short.
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Conflict management styles include avoiding, accommodating, forcing, negotiating, and collaborating.
Conflict management styles include avoiding, accommodating, forcing, negotiating, and collaborating.
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Study Notes
Effective Feedback and Conflict Resolution in the Workplace
- Getting feedback involves staying calm, avoiding defensiveness, and being open to questions.
- Descriptive feedback can be based on observed and proven facts or unproven inferences.
- Feedback should be given as soon as possible, but flexibility is needed, especially when time is limited or emotions are high.
- Criticism is rarely effective as it can make employees defensive and develop a negative attitude.
- Coaching feedback makes employees feel like winners, unlike criticism which makes them feel like losers.
- The coaching model for improving performance involves describing current and desired performance, getting a commitment to change, and follow-up.
- Mentoring involves providing career advice and developing leadership skills.
- Conflict arises when there is a breach in the psychological contract, the unwritten implicit expectations in a relationship.
- Conflict resolution involves planning a Behavior, Consequence, and Feeling (BCF) statement, presenting it, and agreeing on the conflict.
- Conflict resolution also includes asking for or giving alternative resolutions and making an agreement for change.
- BCF statements should avoid making judgments, threats, or giving solutions.
- Initiating conflict resolution involves persisting with a short, planned statement and waiting for a response if needed.
Conflict Resolution and Leadership Models
- Mediation in conflict resolution involves following steps: using the BCF model for complaints, agreeing on the conflict problem, developing alternative resolutions, making an agreement for change, and follow-up for resolution.
- The contingency leadership model determines leadership style as task- or relationship-oriented.
- The leadership continuum model selects one of seven styles based on boss-centered versus subordinate-centered leadership.
- The path-goal leadership model selects the leadership style: directive, supportive, participative, or achievement-oriented, based on leader-member relationship, task structure, and position power.
- Critics say research supports the path-goal leadership model more in lab studies than in field studies.
- Conflict management styles include avoiding, accommodating, forcing, negotiating, and collaborating.
- Advantages of avoiding conflict style include maintaining relationships, but the disadvantage is no resolution.
- The accommodating conflict style involves passively giving in to the other party.
- The forcing conflict style involves using aggressive behavior to get their way, with advantages including better decisions and maintaining relationships.
- Appropriate use of the forcing style includes trivial conflicts, low stakes, and when confrontation would damage relationships or time is short.
- The negotiating conflict style involves assertive, give-and-take concessions.
- The collaborating conflict style seeks joint resolution with the best solution for all parties.
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Description
Learn how to receive feedback effectively by staying calm, avoiding defensiveness, and being open to questions and nonverbal communication. Asking direct questions and using paraphrasing can also help in receiving valuable feedback on messages.
