COM 100 Exam #2 Study Guide Outline of Testable Material from Unit 2 – Communication in Relational and Group Contexts • Relational Development and Fostering Closeness (218-238) Three levels of relational closeness and Knapp’s stages of relational formation/dissolution Acquaintances: most relationships; involuntary associations Friendships: few relationships; voluntary attractions Intimates: rare relationships; valuable allegiances Fostering (“coming together”) Initiating: associative
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analysis of the case chattanooga using the Political System metaphor Karlstad Business School Handelshögskolan vid Karlstads Universitet Course code: FEAD51 Course name: Competence and Leadership Title: Analysis of the Case Chattanooga Using the Political System Metaphor Date of Submission: 2013-01-17 Family name Shurrab El Bouassami Given name Hafez Mohammed Name of the teacher: Markus Fellesson and Sofia Molander Name of the administrator: Frania Johansson TABLE OF CONTENTS
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Imperfect knowledge (where customers don’t know the best price or availability) To compete or collaborate? Since firms are interdependent‚ they have the choice of competing against other firms or collaborating with them. By competing they may increase their own market share at the expense of their competitors‚ but by collaborating‚ they decrease uncertainty and the firms together act as a monopoly. Collaboration When two or more oligopolies agree to fix prices or take part in anti-competitive
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abandons his or her own goals and acquiesces to the desires of the other person” (McCornack‚ 2013‚ pg. 258). However‚ I do fight for what I want sometimes because some needs and goals are very important to me. Fourth of all‚ I scored a three for competing and this means I do not use this approach often. Being a competer means decisions are made quickly during a crisis. This accurately describes me because I am not good under pressure. I need to think about each aspect of the problem before I commit
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their positions. LEVELS OF CONFLICT Intrapersonal conflict – when an employee’s supervisors or peers send conflicting expectations to him or her‚ it is possible for intrapersonal role conflict to emerge from within an individual‚ as a result of competing roles taken. Interpersonal conflict – are serious problem to many people because they deeply affect a person’s emotions. Intergroup conflict – each group sets out to undermine the other‚ gain power‚ harness available resources‚ and improve
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ASB 4431 Organisations and People Reflective Essay: Group Formation‚ Conflict & Leadership Submitted by: Sally Sambrook abs803@bangor.ac.uk Bangor Business School College of Business‚ Social Sciences and Law Bangor University 1. Introduction The key purpose of our group assignment was to demonstrate the ability to research and critically analyse an organisation’s structure‚ culture and approach to management and leadership: this essay evaluates one aspect of that experience: my approach
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STUDENT DETAILS Student ID: Name: Course: BASSIX ASSESSMENT DETAILS Unit/Module: Conflict Management Educator: Assessment Name: Reflective Journal and Integrative Statement Assessment Number: 1 Term & Year: Word Count: 1119 words DECLARATION I declare that this assessment is my own work‚ based on my own personal research/study. I also declare that this assessment‚ nor parts of it‚ has not been previously submitted for any other unit/module or course‚ and that
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reflecting my relationship with my ex-husband and then for the less personal relationship I chose a former manager at work. In the first case my scores were avoiding 9‚ dominating 25‚ compromising 6‚ obliging 8‚ and integrating 12. The second set of scores reflecting my relationship with my former boss were avoiding 10‚ dominating 20‚ compromising 13‚ obliging 14‚ and integrating 16. In my relationship with my ex-husband‚ I felt overpowered and controlled constantly. I developed a conflict style
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results in benefits they care about. Most importantly‚ we will look at the cognitive‚ emotional‚ behavioral‚ and normative skills that need to be employed to help people become competent in getting the best out of conflict while at the same time avoiding its most challenging aspects. THE VALUE OF MANAGING CONFLICT EFFECTIVELY When most people are faced with conflict‚ they tend to avoid addressing it and hope that it goes away; they do not consider that there may be value in dealing with it
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conflict. There are five conflict management styles that are used in the business world. Some managers only use one style‚ but I feel a great manager uses the style best fit for the certain conflict. There is the forcing style‚ avoiding style‚ accommodating style‚ compromising style‚ and collaborative style. Each style approaches a situation very differently and can make a big difference on how a conflict is resolved. Some managers use the forcing style. This style is very direct and usually is
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