Chapter 6, 8, 9, 11, and 15 Communication Study Guide

75 vocabulary flashcards covering listening processes, group communication, logical fallacies, conflict resolution, and relationship development based on the lecture notes.

Attending

The first step in the listening process which involves focusing on certain stimuli in the environment.

Understanding

The second step in the listening process which involves interpreting the message and determining its meaning.

Responding

The third step in the listening process which involves giving observable feedback, such as eye contact, facial expressions, posture, questions, or comments.

Remembering

The fourth step in the listening process which involves recalling information that was previously presented.

Hearing

The physiological starting point of the listening process defined as sound waves being received and transmitted to the brain.

Pseudolistening

A faulty listening behavior that involves pretending to listen while not actually paying attention.

Selective listening

A faulty listening behavior that involves listening only to parts of the message that interest you.

Insensitive listening

A faulty listening behavior where the listener takes words at face value and misses unspoken thoughts or feelings.

Dividing attention

A faulty listening behavior that involves splitting attention between the speaker and something else.

Conversational narcissism

A faulty listening behavior characterized by turning the focus toward yourself rather than the speaker.

Insulated listening

A faulty listening behavior involving ignoring information you do not want to hear.

Defensive listening

A faulty listening behavior where comments are interpreted as attacks and the listener reacts defensively.

Ad hominem

A logical fallacy that involves attacking the person's character instead of addressing the actual issue or argument.

Small group

A limited number of interdependent people who interact with one another over time to pursue shared goals.

Interaction

One of the important parts of the definition of a group, along with interdependence, time, and shared goals.

Interdependence

A characteristic of small groups where members rely on and are affected by one another.

Rules

Explicit, official guidelines stating how group members should behave.

Norms

Unspoken, shared values, beliefs, and behaviors that guide how group members act.

Social norms

Unspoken values and behaviors that guide how group members relate to one another.

Procedural norms

Unspoken guidelines that determine how the group operates or functions.

Performance/task norms

Unspoken guidelines that govern how much work or what quality of work group members are expected to produce.

Formal roles

Group positions that are officially assigned to individuals.

Informal/functional roles

Group roles that are not officially assigned but emerge to meet the group's needs.

Task roles

Informal roles that help a group accomplish its specific work.

Social/maintenance roles

Informal roles that help the relationships within a group run smoothly.

Initiator

A task role that involves starting the work or proposing new ideas for the group.

Researcher

A task role that focuses on providing necessary information and facts to the group.

Opinion Seeker

A task role that involves asking group members for their viewpoints and perspectives.

Elaborator

A task role characterized by expanding on existing ideas or providing illustrative examples.

Clarifier

A task role that involves explaining or redefining ideas for better understanding.

Encourager

A social/maintenance role that provides support or praise to other group members.

Harmonizer

A social/maintenance role that seeks to mediate conflict between members.

Tension Reliever/Peacekeeper

A social/maintenance role that uses humor or mediation to reduce stress within the group.

Feeling Expresser

A social/maintenance role that articulates the emotions occurring within the group.

Aggressor

A dysfunctional role where a group member attacks others or their ideas.

Withdrawer

A dysfunctional role where a member stops participating and becomes mentally or physically absent.

Know-It-All

A dysfunctional role where a member acts as if they possess all the answers and dismisses others.

Stage Hog

A dysfunctional role where a member tries to dominate the conversation or steal the spotlight.

Joker

A dysfunctional role where a person uses excessive humor at inappropriate times, diverting the group from its tasks.

Cynic

A dysfunctional role characterized by a member who is consistently negative and dismissive of the group's efforts.

Reflective Thinking Method

Dewey's systematic process used by groups to analyze and solve problems through six specific steps.

Forcefield Analysis

A technique used during problem analysis that examines forces supporting and restraining change.

Groupthink

The tendency for group members to support ideas without challenging them, which can result in poor decisions.

Devil's Advocate

A role assigned to a group member to prevent groupthink by encouraging respectful disagreement and examination of problems.

Legitimate Power

A type of power that comes from an individual's official position or title.

Expert Power

A type of power derived from an individual's specific knowledge or ability.

Connection Power

A type of power that comes from an individual's relationships and network of contacts.

Reward Power

The ability to influence others by offering desirable consequences.

Coercive Power

The ability to influence others through the threat of unpleasant consequences.

Referent Power

A type of power that exists because a person is liked, trusted, and respected by others.

Qualitative Communication

Interpersonal communication where people share emotional closeness and treat each other as unique individuals.

Knapp's Developmental Model

A model describing the 'coming together' stages of romantic relationships: Initiating, Experimenting, Intensifying, Integrating, and Bonding.

Self-disclosure

Deliberately revealing significant information about yourself that another person would not normally know.

Breadth

A dimension of the Social Penetration Model representing the range or number of topics discussed.

Depth

A dimension of the Social Penetration Model representing how personal the information shared becomes.

Assertiveness

Expressing your needs, thoughts, and feelings clearly without attacking the other person.

Win-Win

A collaborative approach to negotiation where both parties satisfy their goals by focusing on underlying interests.

Reductio ad Absurdum

A logical fallacy that stretches an argument to a ridiculous extreme.

Either-Or Fallacy

A logical fallacy that falsely presents only two choices when multiple options actually exist.

Post Hoc / False Cause

A logical fallacy that assumes one event caused another merely because it happened first.

Appeal to Authority

Also known as Argumentum ad Verecundiam, use of someone as an authority when they are not an expert on the subject.

Bandwagon

Also known as Argumentum ad Populum, claiming something is true because many people believe it.

Straw Man

A logical fallacy that involves distorting someone's argument into something easier to attack.

Red Herring

A logical fallacy used to distract from the real issue by bringing up something irrelevant.

Begging the Question

Circular reasoning where the claim itself is used as its own proof.

Faulty Analogy

A logical fallacy that compares things that are not similar enough to justify the conclusion drawn.

Hasty Generalization

Reaching a broad conclusion based on too little evidence.

Initiating

The first stage of Knapp's Developmental Model for romantic relationships.

Experimenting

The second stage of Knapp's Developmental Model for romantic relationships.

Intensifying

The third stage of Knapp's Developmental Model for romantic relationships.

Integrating

The fourth stage of Knapp's Developmental Model for romantic relationships.

Bonding

The fifth and final 'coming together' stage of Knapp's Developmental Model for romantic relationships.

Social Penetration Model

A model that describes disclosure through two dimensions: breadth and depth.

Win-Lose

A negotiation outcome where one party's needs are met while the other's are not.

Lose-Lose

A negotiation outcome where neither party satisfies their goals.