Effective Ways to Receive Feedback on Messages
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Questions and Answers

We choose a leadership style that is appropriate to the situation and time

True

There is a positive relationship between communication competency and leadership performance.

True

The oral message-sending process includes developing rapport as the first step.

True

Can the compromising style lead to subpar decisions?

<p>True</p> Signup and view all the answers

Is the advantage of the compromising style that conflict is resolved quickly?

<p>True</p> Signup and view all the answers

360-degree feedback involves receiving performance evaluations from multiple individuals

<p>True</p> Signup and view all the answers

Coaching provides motivational feedback to maintain and improve performance

<p>True</p> Signup and view all the answers

Job instructional training (JIT) includes steps such as trainee preparation, task presentation, task performance, and trainer follow-up

<p>True</p> Signup and view all the answers

Coaching feedback is based on a supportive relationship, specificity, and lack of judgmental criticism

<p>True</p> Signup and view all the answers

Attribution theory explains how managers determine reasons for effective or ineffective performance

<p>True</p> Signup and view all the answers

The performance formula considers performance as a function of ability, motivation, and resources

<p>True</p> Signup and view all the answers

Mentoring involves a more-experienced manager assisting a less-experienced protégé

<p>True</p> Signup and view all the answers

Conflict arises from disagreement and opposition among individuals

<p>True</p> Signup and view all the answers

The initiating conflict resolution model consists of planning a BCF statement, presenting it, proposing alternative resolutions, and making an agreement for change

<p>True</p> Signup and view all the answers

The BCF model describes conflict in terms of behavior, consequences, and feelings

<p>True</p> Signup and view all the answers

A mediator is a neutral third party who helps resolve a conflict

<p>True</p> Signup and view all the answers

Getting feedback involves staying calm, avoiding defensiveness, and being open to questions.

<p>True</p> Signup and view all the answers

Descriptive feedback can be based on observed and proven facts or unproven inferences.

<p>True</p> Signup and view all the answers

Feedback should be given as soon as possible, but flexibility is needed, especially when time is limited or emotions are high.

<p>True</p> Signup and view all the answers

Criticism is rarely effective as it can make employees defensive and develop a negative attitude.

<p>True</p> Signup and view all the answers

Coaching feedback makes employees feel like winners, unlike criticism which makes them feel like losers.

<p>True</p> Signup and view all the answers

The coaching model for improving performance involves describing current and desired performance, getting a commitment to change, and follow-up.

<p>True</p> Signup and view all the answers

Mentoring involves providing career advice and developing leadership skills.

<p>True</p> Signup and view all the answers

Conflict arises when there is a breach in the psychological contract, the unwritten implicit expectations in a relationship.

<p>True</p> Signup and view all the answers

Conflict resolution involves planning a Behavior, Consequence, and Feeling (BCF) statement, presenting it, and agreeing on the conflict.

<p>True</p> Signup and view all the answers

Conflict resolution also includes asking for or giving alternative resolutions and making an agreement for change.

<p>True</p> Signup and view all the answers

BCF statements should avoid making judgments, threats, or giving solutions.

<p>True</p> Signup and view all the answers

Initiating conflict resolution involves persisting with a short, planned statement and waiting for a response if needed.

<p>True</p> Signup and view all the answers

The contingency leadership model determines leadership style as task- or relationship-oriented.

<p>True</p> Signup and view all the answers

The leadership continuum model selects one of seven styles based on boss-centered versus subordinate-centered leadership.

<p>True</p> Signup and view all the answers

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.

<p>True</p> Signup and view all the answers

Critics say research supports the path-goal leadership model more in lab studies than in field studies.

<p>True</p> Signup and view all the answers

Conflict management styles include avoiding, accommodating, forcing, negotiating, and collaborating.

<p>True</p> Signup and view all the answers

Advantages of avoiding conflict style include maintaining relationships, but the disadvantage is no resolution.

<p>True</p> Signup and view all the answers

The accommodating conflict style involves passively giving in to the other party.

<p>True</p> Signup and view all the answers

Appropriate use of the forcing style includes trivial conflicts, low stakes, and when confrontation would damage relationships or time is short.

<p>True</p> Signup and view all the answers

The collaborating conflict style seeks joint resolution with the best solution for all parties.

<p>True</p> Signup and view all the answers

Study Notes

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 handle feedback on messages effectively and improve communication. Stay calm, be open to feedback, and use nonverbal communication to encourage constructive feedback. Asking direct questions and using paraphrasing can also enhance the feedback process.

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