Chapter 8 Mind Map
Section 1
Vocabulary
Interpersonal Conflict-An expressed struggle between at least two interdependent people who perceive incompatible goals, scarce resources, or interference in the achievement of their goals
Interdependent- dependent on each other; one person's actions affects the other person
Conflict trigger- a common perceived cause of interpersonal conflict
Dialectical tension- tension arising from a person's need for two things at the same time
Constructive conflict- conflict that helps build new insights and establishes new patterns in a relationship
Destructive Conflict- conflict that dismantles rather than strengthens relationships
Main Points
Interpersonal Conflict has 4 elements, which are an expressed struggle, between at least two interdependent people, who perceive incompatible goals, scarce resources, or interference from others, and who are attempting to achieve specific goals
Conflict Triggers include criticism, feeling entitled, perceived lack of fairness, more perceived costs than rewards, different perspectives, Stress & Lack of rest, and dialectical tension
Conflict has a source, a beginning, a middle, an end, and an aftermath
Source is prior conditions
Beginning is frustration awareness
Middle is the active conflict
End is the resolution
Aftermath is the follow up
Section 6
Section 2
Myths
Conflict is always a sign of a poor interpersonal relationship
Conflict can always be avoided
Conflict always occurs because of misunderstandings
Conflict can always be resolved
Section 3
Vocabulary
Pseudoconflict- conflict triggered by a lack of understanding and miscommunication
Simple Conflict- Conflict that stems from different idea, definitions, perceptions, or goals
Ego Conflict- conflict in which the original issue is ignored as partners attack each other's self-esteem
Main Point
3 conflict types are Pseudoconflict, simple conflict and ego conflict
Section 4
Vocabulary
Interpersonal Power- degree to which a person is able a person is able to influence his or her partner
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 sanction or punishments to influence other
Compliance gaining- taking persuasive action to get others to comply with our goal
Main Points
The Power Principles
Power exists in all relationships
Power derives from the ability to meet a person's need
Dependent Relationship- relationship in which one partner has a greater desire for the other to meet his or her needs
Both people in a relationship have some power
Power is circumstantial
Power is negotiated
Section 5
Vocabulary
Conflict Management styles- consistent patterns or approaches people use to manage disagreements with others
Avoidance- conflict management style that involves backing off and trying to side-step conflict
Demand-withdrawal pattern of conflict management
Accommodation- conflict management style that involves giving in to the demands of others
Compromise- conflict management style that attempts to find the middle ground in a ground in a conflict
Collaboration- conflict management style that uses other-oriented strategies to achieve a positive solution for all involved
Main Points
Conflict Management Styles are avoidance, accommodation, competition, compromise, and collaboration
Vocabulary
gunny-sacking- dredging up old problems and issues from the past to use against your partner
"I" Language- statements that use the word I to express how a speaker is feeling
"But" messages- statements using the word but that may communicate that whatever you've said prior to but is not really true
Main Points
Conflict Management Skills
Manage your emotions
Be aware that you are becoming angry and emotionally volatile
Seek to understand why you are angry and emotional
Make a conscious decision about whether to express your anger
Select a mutually acceptable time and place to discuss a conflict
Plan your message
Breathe
Monitor nonverbal messages
Avoid personal attacks, name calling, and emotional overstatement
Take time to establish Rapport
Use self talk
Manage Information
Clearly describe the conflict-producing events
Take turns talking
"own" your statements by using descriptive "I" language
Use effective listening skills
Check your understanding of what others say and do
Be empathic
Manage Goal
Identify your goal and your partner's goal
Identify where your goals and your partner's goals overlap
Manage the Problem
Use principled negotiation strategies
Separate the people from the problem
Focus on shared interests
Generate many options to solve the problem
Base decisions on objective criteria
Use a problem-solving structure
Develop a solution that helps each person save face
Face- a person's positive perception of themselves in interactions with others