Managing Conflict Chapter 11 Flashcards

Study Notes

Interpersonal Conflict

Defined as a disagreement between two interdependent individuals with perceived incompatible goals.

Types of Interpersonal Conflict

Pseudo Conflict: Caused by perceptual differences; easily resolved through communication clarification.
Fact Conflict: Arises from disputes over factual accuracy; resolved by consulting an external source.
Value Conflict: Results from differing deep-seated moral beliefs; often requires mutual respect and agreement to disagree.
Policy Conflict: Arises from disagreements on plans or actions; resolution depends on personal comfort and agreement of both parties.
Ego Conflict: Driven by personal validation; both parties seek to win to protect self-esteem.
Meta Conflict: Centers on disagreements about the communication process itself during arguments.

Conflict Management Techniques

Withdrawing: Involves physically or psychologically removing oneself from the conflict situation.
Accommodating: Fulfilling the other person's needs at the expense of one's own; preserves relationships but neglects personal rights.
Competing: Prioritizing one's own needs; assertive but uncooperative approach.
Compromising: Both parties partially satisfy their needs through trade-offs.
Collaborating: Problem-solving approach that seeks solutions meeting both parties’ needs.

Problem-Solving Steps in Collaboration

Define the problem clearly.
Analyze causes and symptoms of the issue.
Develop criteria for judging solutions.
Generate and consider alternative solutions.
Select the best options based on established criteria.

Face and Culture in Conflict

Face: Refers to one's public self-image; essential in interpersonal relationships for maintaining dignity.
Face Negotiation Theory: Individuals prefer conflict styles aligned with their cultural backgrounds and face orientations.
Self-Face Orientation: Focus on protecting one’s self-image in conflicts.
Other-Face Orientation: Prioritizes protecting others' self-images, often at a personal cost.

Destructive Conflict Patterns

Serial Arguing: Engaging repeatedly over the same issue.
Counterblaming: Ignoring original issues by shifting blame to the other.
Cross-complaining: Trading unrelated criticisms without resolving the primary issue.
Demand-withdrawal: One partner demands while the other withdraws, often reflecting power imbalances.
Mutual Hostility: Increasingly aggressive verbal exchanges, including name-calling and sarcasm.

Strategies to Break Conflict Patterns

Avoid negative start-ups by setting ground rules for behavior during conflicts.
Manage anger to prevent escalation of hostility.
Focus on de-escalating interactions to maintain constructive conversations.

Conflict Guidelines

Ground Rules: Established mutual behaviors during conflict, such as avoiding name-calling and ensuring equal speaking time.
Collaborative Conflict Conversation: Involves rehearsal of statements, owning feelings, using behavior-consequence-feeling sequences, and suggesting common-ground solutions.
Mediation Guidelines: Ensure all parties agree to work towards a resolution, establish ground rules, remain neutral, and encourage equal participation.

Forgiveness in Conflict Resolution

Involves a communication process that repairs relationships post-transgression.
Phases of forgiveness include confession, venting, understanding, apologizing, forgiving, setting conditions, and monitoring progress.

Cyberbullying and Cyberstalking

Cyberbullying: Extension of traditional bullying into electronic formats, impacting victims emotionally and socially.
Cyberstalking: A form of harassment using digital media, characterized by repetitive observation and intrusion into another's life.

Description

This quiz focuses on key terms and definitions from Chapter 11 on managing conflict. It covers concepts such as interpersonal conflict and its types, enhancing your understanding of conflict resolution. Use these flashcards to test your knowledge and retention of important conflict management strategies.