Ch8 Imporoving Interpersonal Relations with Constructive Self-Disclosure Flashcards Preview

Effective Human Relations > Ch8 Imporoving Interpersonal Relations with Constructive Self-Disclosure > Flashcards

Flashcards in Ch8 Imporoving Interpersonal Relations with Constructive Self-Disclosure Deck (92)
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61

Select the Right Time & Place
- Select a place free from distractions

Appropriate Self-Disclosure

62

Avoid Overwhelming Others
- Be open, but remember: relationships are built slowly

Appropriate Self-Disclosure

63

Avoid Overwhelming Others
- Abrupt disclosure of emotional or intimate information may distance you from others

Appropriate Self-Disclosure

64

Avoid Overwhelming Others
- Balance between openness and protecting each other’s feelings.

Appropriate Self-Disclosure

65

Role vs. Interpersonal Relationships
Self-disclosure is more likely to take place within an organization when people feel comfortable:
- Stepping outside impersonal, assigned work roles.
- Displaying more openness and tolerance for the feelings of others.

Barriers to Self-Disclosure

66

Cengage Learning: Employees are rated by persons who have had opportunities to observe their performance.

360–degree feedback

67

Cengage Learning: This pane of the Johari Window consists of information about yourself that others know but you are not aware of.

Blind area

68

Cengage Learning: A form of self–disclosure that helps another person look at his or her own behavior without putting that individual on the defensive.

Constructive criticism

69

Cengage Learning: This pane of the Johari Window contains information about you that you know but others do not.

Hidden area

70

Cengage Learning: This model identifies four kinds of information about you that affect your communication with others. It is divided into four panes, or areas, labeled (1) open, (2) blind, (3) hidden, and (4) unknown.

Johari Window

71

Cengage Learning: This pane of the Johari Window represents your “pubic” or “awareness” area; information about you that both you and others know.

Open area

72

Cengage Learning: The process of replaying a problem over and over in our mind.

Rumination

73

Cengage Learning: Knowledge of oneself: one’s thoughts, feelings, emotions, likes, and desires.

Self–Awareness

74

Cengage Learning: The disclosure of nonthreatening information.

Self-Discription

75

Cengage Learning: The act of revealing or exposing the self or aspects of the self.

Self–Disclosure

76

Cengage Learning: An element of both character (which includes integrity) and competence. It is at the core of all meaningful relationships

Trust

77

Cengage Learning: This pane of the Johari Window is made up of things unknown to you and others.

Unknown area

78

Cengage Learning: 1. A self-describing person will disclose:

information about herself that could be acquired through some other means.

79

Cengage Learning: 2. Which of the following is not a benefit gained from self-disclosure?

Increased likeability.

80

Cengage Learning: 3. Because people cannot read minds, appropriate self-disclosure on the job often results in:

more accurate communication in the workplace.

81

Cengage Learning: 4. ________ is the ability to recognize and understand your moods, emotions and drives, as well as their effect on others.

Self-awareness

82

Cengage Learning: 5. Ten years ago, Anthony was fired because his antagonistic personality adversely affected his work performance and that of his coworkers. He overcame his personality problems, and has positive references from employers for whom he has worked since then. Anthony includes on his resume the position from which he was dismissed, but never tells the real reason for leaving that position. His behavior shows that this firing is in Anthony's:

Hidden pane

83

Cengage Learning: 6. Reducing one's defensiveness about receiving feedback at work will have what effect on an employee's Johari Window?

Enlarge the open pane

84

Cengage Learning: 7. Brian, a very productive customer service representative for an insurance company, lied to his coworkers about the date of his mother's funeral so that he could extend his leave for a few extra days. When they discovered Brian's lie, his coworkers felt wronged and bitter. Brian apologized sincerely for lying when he was confronted. His supervisor docked his pay for his unauthorized absence and placed an official reprimand in his personnel file. Brian's work continues to be of high quality. What is the best way for the coworkers to overcome their negative feelings toward Brian?

Accept Brian's apology and forgive him for having wronged them.

85

Cengage Learning: 8. Which of the following is not essential when giving an apology?


a. Regret
b. Responsibility
c. Remedy

d. ALL OF THESE ARE ESSENTIAL.

86

Cengage Learning: 9. The most pervasive obstacle to appropriate self-disclosure in the workplace is:

lack of trust.

87

Cengage Learning: 10. Contrary to conventional workplace wisdom, the best supervisors often:

display a sense of humor.

88

Cengage Learning: 11. Tom is a self-disclosing person, while Linda is a self-describing person. Which statement describes them best?

Tom takes more risk in what he reveals than does Linda.

89

Cengage Learning: 12. Which part of the Johari Window represents information that one does not mind revealing to others?

Open pane

90

Cengage Learning: 13. Repairing damaged relationships, presenting criticism with care and discussing disturbing situations are beneficial towards developing:

appropriate self-disclosure.