CM206: Interpersonal Communication Questions for Response https://homeworklance.com/downloads/cm206-interpersonal-communication-questions-for-response/ Jan and Ken have been good friends for most of their lives, but because of what she said last week, Ken believes Jan has betrayed their friendship. Ken: Jan, we need to talk. Why did you tell Shannon about what happened between Katie and me? You know, [now] Shannon doesn’t want to talk to me. Jan: Ken, I’m sorry. I didn’t mean to tell her. I just kind of slipped out when we were talking. Ken: Sorry? Sorry is not enough. I told you that in private, and you promised that you would keep it just between you and me. Jan: Ken, I told her that long before the two of you even started …show more content…
In what ways did the nonverbal cues used by both Ken and Jan impact the message? What are the verbal messages used by each? What contradictions occurred between the nonverbal cues and the verbal message, and how did the contradictions impact the interaction? 4. Reviewing the nonverbal and verbal cues identified in the last question, what are the roles that these play in the conflict? Do these cues lead to a more positive outcome or negative? How can nonverbal and verbal cues be used to lead to a more productive conflict resolution? 5. The conversation seems to be framed in a win-lose orientation to conflict. Each person wants to be right, and to win at the expense of the other. How can Jan and Ken move their conflict discussion into a win-win orientation? 6. Review the eight conflict-management skills discussed in the text. Identify three examples of these skills in the dialogue between Jan and Ken. 7. Identify three places in the dialogue where Jan and Ken missed opportunities to manage conflict successfully. Give specific suggestions (supported by the text material) on how the conflict management strategies could have been incorporated to improve the
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1. Describe your experience this week, ie: patients seen, dx, number of treatments, treatments performed, etc. Students were not seen on Monday or Tuesday of this week due to an inoperable heating system in the school buildings. There were a total of 14 students seen by OT and the dx were varied. Obviously, all the students had some form of vision impairment, and some additionally had been diagnosed with autism, intellectual disability, learning disability, ADHD, and physical impairment(s). Treatments included vocational training, self-care and home maintenance skills, SP and SI treatments, and social skills training.
My artifacts for this assignment are “Thomas-Kilmann Instrument” for conflict management, “Observer feedback sheet” I received from my colleague after the oral presentation that I gave in class and “The Competent Communicator graphic” provided by our instructor Amanda Le Rougetel. My reason behind using these documents as artifacts because these documents reflect my personality as a communicator. These documents made me realize on which parts of my communication style I have to work to become a competent communicator.
Interpersonal conflicts are inevitable. Different texts suggest not how to avoid conflict, but rather how to effectively communicate when involved in one. However, the “rules” of constructive communication can completely change in conflicts between people in long-term, interdependent relationships. This paper will focus on analyzing a conversation between a mother and her adult son, while applying ideas from William Wilmot and Joyce Hocker’s Interpersonal Conflict, Deborah Tannen’s I Only Say This Because I Love You, and the “Conflict Styles” lecture.
Jan and Ken’s conversation was in a win-lose orientation to conflict. However, their conversation can be moved to a win-win orientation. To do this, they must first identify their feelings, needs, or desires (Wood, 2012). Next would be to find out what the needs, wants, or desires of the person you are conversing with (Wood, 2012). Lastly, is to use words that promote cooperation and respect (Wood,
17) Sheila is assertive and uncooperative in dealing with others during conflict. She goes against the wishes of others and uses her authority to gain compliance. Sheila uses which conflict management style?
1. Take a moment to think about how you generally describe conflict. Complete the following sentences and expand each response to at least one paragraph:
They should focus on a healthy conflict that involves all three parties: Ken, Jan and the relationship (Wood, 2013, P. 241). Honoring all three within the
1. Using the chapters on language and emotions to help frame your answer, suggest two ways that Ken could open this conversation more productively. For instance, clearly expressing his emotions and using “I” language.
Write your responses in two to three paragraphs. Be sure to incorporate terms, concepts, and theory from your readings to support your comments.
Vicky must also take into account the duty to her boss, Wendy. First, Vicky must suggest that quick temper of Wendy’s be abolished because animosity between Wendy and her staff members may lead to a broader conflict. Also such behavior could lead the company as a whole to be less productive, because with Wendy’s quick temper it will be hard for staff members to share ideas. Sharing ideas between members of staff makes a company more successful.
I think Jan did a poor job convincing Ken to forgive her, but Ken would never accepted her apology anyways because he kept denying his actions and wrong doings he had did regarding Jan. Ken and Jan were making it hard to forgive each other. According to the question above I have to focus solely on Jan, so I think Jan should aim for a win win conflict, but Ken was hard to talk with. To bring about a win win conflict resulation a person should begin by identifying their feelings and their needs in the
In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).