Term
| Intercultural Communication |
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Definition
| Communication between members of different cultures |
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| A way of life developed and shared by a group of people and passed down from generation to generation |
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| The social science approach |
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Definition
| Traditional approach to studying culture,built on the methods and assumptions derived from psychology and sociology |
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| The interpretive approach |
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| Approach to studying culture, methods come from anthropology and linguistics, relies on field study, goal is to take a perspective from within the culture |
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| Approach to studying culture, primarily concerned with creating change by examining power relationships within cultures, goal is to understand and produce change |
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| individualism/collectivism |
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Definition
| One of Hofstede's cultural dimensions, concerned with people to value individual identity or group identity |
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| The tendency of people in a culture to value group identity over the individual identity, group obligations over individual rights, ingroup oriented concerns over individual wants and desires |
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| The tendency of people in a give culture to value identity over group identity, individual rights over group rights, individual achievements over group concerns |
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| Culture that is more skilled in reading nonverbal behaviors, assume that other people are also able to do so, speak less and listen more, linked with collectivist cultures |
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| Cultures that stress direct and explicit communication, emphasize verbal messages and the shared information they encode, linked with individualistic cultures |
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| The degree to which people accept authority and hierarchical organization as a natural part of their culture |
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| Cultures where leaders have higher status and are more powerful than others, more authoritarian style of communication, ex. France, India, Mexico |
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| Low-power distance cultures |
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Definition
| Cultures where people emphasize and assume equality, tend to perceive the power others have as appropriate only as it is confined to a given role, could be that of a teacher, doctor, or government official, accustomed to questioning people in power, ex. Israel, Ireland, Australia |
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| Culture that values work, strength, competition, and assertiveness, sex roles more strictly defines, emphasis is authoritarian |
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| Culture that values traits like affection, compassion, nurturing, and interpersonal nonverbal communication |
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| Measure of the extent to which members of a given culture attempt to avoid uncertainty or ambiguity about others |
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| High uncertainty-avoidance |
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Definition
| Cultures where people are more comfortable in situations where there is little ambiguity and a great deal of information, like rules and have less tolerance for diversity |
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| Low uncertainty-avoidance |
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| Cultures more open to change and diversity like the United States, Canada, and Jamaica |
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| Verbal and nonverbal aspects in the communication process common in a culture, according to Philpsen without this communication would be impossible |
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| The sharing of rhythms when speaking, during a beat or stress a speaker often reveals information or introduces a new topic to the conversation |
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| Pattern in nonverbal behavior that accompanies communication, speaking patterns accented by nonverbal gestures and movements that follow the beat |
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| Established rules of what is accepted and appropriate behavior |
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| Set of norms that apply to specific groups of people within a society |
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| Aspect of a culture that determines what is right, good, important, beautiful, etc. |
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| The single universal principle that underpins all systematic ethics - the sacredness of life |
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| Core values of human dignity, truth telling, and non-violence |
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| The tendency to judge the values, customs, behaviors, or other aspects of another culture in terms of those that our own cultural group regards as desirable or ideal |
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| Seeing our own undesirable qualities in others |
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| Intergroup contact theory |
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Definition
| Theory that proposes four conditions are needed for intergroup interactions to be positive - equal status, authority support, shared goals, and intergroup cooperation |
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| An approach to creating greater tolerance and harmony that has two interwoven strands: our obligation to others and the recognition of our responsibility for every human being, and recognition that human beings are different and we can learn from each others' differences |
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| The tendency for cultures in contact with one another to become increasingly similar to one another, some aspects of culture will dominate and eliminate others |
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| Basic culture that enables all of us to coexist within a larger, single society, consists of most common language, basic social institutions, material artifacts and technology in use, and values to which most people subscribe |
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| Use and experience of time |
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| Cultures like the United States that are more scheduled and place value on time |
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| Cultures that are not schedule oriented, if you say 7 PM it can be from 7-9 PM, common in Latin American cultures |
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| Assuming one characteristic is shared by all group members or one representative in the group |
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| Phenomenon that occurs when people move to more extreme positions on something, barrier to communication, happens without dissenting views |
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| The basic social units to which we belong, first is family |
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| Forms when someone belongs to a group and they realize it |
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| Relationships that may be short lived, company of people with whom we socialize, friends, neighbors, groups, teams, etc. |
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| Education/Learning Groups |
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| People who come together in an attempt to teach or learn something about a given subject |
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| A group of employees who have a day-to-day responsibility for managing themselves and the work they do with a minimum of direct supervision |
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| A person who challenges the norms of a group or society |
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| Acceptance more likely to occur when the individual values membership in a group, opinion is unanimously against them, issue is ambiguous, or the group is under pressure to achieve an important goal |
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| Something ath stems from the desire to avoid the unpleasantness of conflict, people may go along with the group to keep the peace under pressure |
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| Social comparison theory - all human beings have a need to evaluate their own opinions and abilities and that when they cannot do so by objective nonsocial means, they compare them with those of other people |
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| Tendency of people to increase their willingness to take risks as a result of expansion |
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| When members of a group do not think independent of one another, refers to a problem-solving process in which ideas accepted by the group are not really examined, but opposing ideas are suppressed |
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| PRoblem-solving technique designed to offset tendencies of group members to feel pressured to conform, generates many ideas with little to no criticism |
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| One of Tubb's group task roles, proposing new ideas or a changed way or regarding the group goal |
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| One of Tubb's group task roles, asking for clarification, for authoritative information and facts relevant to the problem under discussion |
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| One of Tubb's group task roles, seeking information related not so much to factual data as to the values underlying the suggestions being considered |
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| One of Tubb's group task roles, offering facts or generalizations based on experience or authoritative sources |
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| One of Tubb's group task roles, stating beliefs or opinions relevant to a suggestion made, emphasis on the proposal of what ought to become the group's values rather than on facts or information |
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| One of Tubb's group task roles, expanding on suggestions with examples or restatements, offering a rationale for made suggestions, and trying to determine the results |
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| One of Tubb's group task roles, indicating the realtionships among various ideas and suggestions, attempting to combine ideas and suggestions, and trying to coordinate the activities of group members |
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| One of Tubb's group task roles, indicating the position of the group by summarizing progress made and deviations from agreed-upon directions |
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| One of Tubb's group task roles, comparing the group's accomplishments to some criterion or standard of group functioning |
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| One of Tubb's group task roles, helping or facilitating group movement by doing things for the group |
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| One of Tubb's group task roles, writing down suggestions, decisions, outcomes of discussion, provides tangible results of the group's effort |
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| Group building and maintenance roles |
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| Encouraging, harmonizing, compromising, gatekeeping and expediting, setting standards or ideals, observing, and following |
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| Aggressing, blocking, self-confessing, acting the jokester, dominating, help seeking, special-interest pleading, all roles that satisfy the individual's need to contribute to the needs of the group |
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| EMotional commitment that evolves from having working on a problem with others, total field of forces acting on members to remain in the group |
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| Phase 1 in Group Development: Forming |
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Definition
| Begins prior to group's first meeting, members begin the process of separating themselves from attachments that could interfere with the group and attempt to learn about the group/its members, interaction is cautious, ends when norms are clear |
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| Phase 2 in group development: Storming |
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Definition
| Response to orientation phase of group forming, assertion of individuality, clear and direct language, agreement is low, ideas expressed |
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| Phase of group development where there are levels of balance, closeness, leader's authority, group cohesion emerges and group functions as a unit |
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| Phase of group forming that is a period of consensus and maximum productivity, few negative comments, group spirit is high |
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| Communication network model where one person who is usually the leader is the focus of comments from each member of the group, that person is free to communicate with the other four, but they can only communicate with the center, best organized and fastest performance |
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| Model of communication network where 3 people can communicate with those next to them, but the other two only with one other member of the group |
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| 3-5 people in a communication network that can only communicate with one person |
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| Communication network where one person can communicate with two others, those on either side of them, most disorganized and unstable and slowest at solving a problem, least centralized |
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| Communication network where all communication lines are open, each member can communicate with all other members |
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| Nature of a problem group better at identifying colors, symbols, and numbers and other simple problems |
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| Nature of a problem group better at dealing with more complex problems, aritmetic, word arrangement, sentence construction, discussion problems |
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| Activities that help the group achieve its goals |
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| Include any activities that improve the emotional climate or increase the satisfaction of individual members, showing agreement, support, or encouraging |
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| 4 characteristics of a good group |
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Definition
| Contains diversity, decentralization, group members thoughts combined into a unified answer, each group member is self-determining about the data the group has collected; independent people |
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| Behaviors that are productive and are reinforced by other members of the group and vice versa |
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| Conflict linked to emotional and personal conflict |
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| Conflict seen as intellectual, effective in groups |
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| Highest level of agreement, means unanimous agreement among all group members concerning a given decision |
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| REpresents the wishes of at least 51 % of a group's members |
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| Various minority members within a group form a coalition to help each other achieve mutually advantageous goals |
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| When one or a few group members force their will on a group |
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| Functional Theory of Decision making |
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Definition
| Thoroughly discussing the problem, examining the criteria of an acceptable solution before discussing potential solutions, proposing a set of alternative solutions, assessing the positive aspects of each proposed solution, and assessing the negative aspects of each proposed solution |
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| Decision making procedure that has a linear process of 6 steps: identify problem, analyze problem, identify minimal criteria for solution, generate solution, evaluate solutions and select the best one, implement the solution |
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| Decision making procedure that helps groups generate ideas to improve productivity and creativity, stating as many alternatives as possible and encouraging creative ideas |
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| Decision making process that consists of the independent idea generation phase and the interactive phase to discuss ideas |
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| Independent idea generation phase |
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| First part of the nominal group technique where members silently write ideas and a facilitator records ideas |
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| Interactive phase to discuss ideas |
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| Phase 2 of the nominal group technique; group discusses each idea for clarification and votes to narrow number of ideas, discusses ideas that receive most votes |
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| Negative feelings that cause an individual to dislike working with others in group settings, captures the tension between an individual's preference for working alone and working with others |
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| Communication function in an organization that allows members to issue, receive, interpret and act on commands, goal is successful influence of other members, made of directions and feedback |
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| Function of communication in an organization that creates and maintains business and personal relationships with other members of the organization, relationships on the job affect performance in satisfaction, flow of communication, degree to which commands are followed |
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| The ambiguity-management function |
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| Function of communication in organizations where communication is the means for coping with and reducing the ambiguity inherent in organizations, members talk in an effort to structure the environment |
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| Theory that says the relationship between the employee and the leaders is influenced by both parties, and the leader develops a somewhat different relationship with each of his or her employees |
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| Level of comfort with another person based on assessment of another person's perceived competence at a certain task as well as their character |
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| Component of trust where the person is professional and dedicated, there is no reason to doubts the person based on their history, and the person can be relied on not to do careless work |
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| Component of trust where bother people can freely share and talk about problems knowing they are willing to listen |
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| Communication initiated by the organization's upper management and then filters down through the chain of command |
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| In downward communication sending a message through more than one channel; ensures a message will get through and be remembered |
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| Law of diminishing returns |
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| The idea in downward communication that more communication is better up to a point |
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| The process whereby the ideas, feelings, and perceptions of lower-level employees are communicated to those at higher levels in an organization |
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| In upward communication, the willingness to receive messages from subordinates |
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| Type of upward communication defined as an attempt by individuals to increase their attractiveness in the eyes of others by flattery, self-disclosures and advice requests, and similarity and sincereity |
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| The exchanges between and among people on the same level in an organization |
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| Differentiation-integration problem |
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| When two departments are doing the same thing and now knowing it because of a lack of communication |
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| Functions of horizontal communication |
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| Task coordination, problem solving, information sharing, and conflict resolution |
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| A proposition for a belief dissinemated without official verification |
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| Process whereby a message is changed through omittence of information |
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| Type of message change where certain parts of a rumor are exaggerated |
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| Type of message change where people distort messages to accord with their view of things |
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| The fastest way rumors spread, usually not accurate |
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| Culture characteristic of high-risk organizations, police, surgeons, and the movie industry |
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| Work-hard play-hard culture |
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| Culture where the focus is often on sales and meeting customer needs, celebration is used to keep energy high, Mary Kay, McDonald's, Hewlett-Packard |
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| High risk culture with a large up-front investment and slow feedback, ex NASA and oil companies |
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| Culture with low-risk and slow feedback where focus is on process; members rarely see results of efforts, involves much communication like memos and long meetings, ex. government, utilities, pharmaceuticals |
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| Mess media projected to a large audience |
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| Mass media that aims to hit an audience more directly; just audience interested in what you're selling |
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| Hyperpersonal communication |
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| Beyond interpersonal, interject relational/social comments into messages, messages crafted more closely to further individual goals, can better manage self-presentation |
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| 5 members who serve 5 terms, establishes rules for granting licenses |
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| To the average person, depicts patently offensive conduct, lacks serious artistic, literary, political, or scientific value |
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| Content that describes or depicts sexual or excretory activities or organs, offensive to community standards, protected speech during safe harbor period |
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| Indecency permitted from 10-6am, times when children are not likely to be in the audience |
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| In broadcasting - broadcasters afraid to get fined so they increase self-censoring |
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| A person who, by selecting, changing, and/or rejecting messages, can influence the flow of information to a receiver or group of receivers |
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| Audience that seeks what it wants, rejecting more content than it accepts, interacts both with the members of the groups it belongs to and with the media content it receives, and testing the mass media message by talking it over with other persons or comparing it with other media content |
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| The tendency to choose communication that will confirm your own opinion, attitudes, or values |
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| The receiver processes certain of the available stimuli while filtering out others |
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| The process by which an innovation is communicated through certain channels through which it spreads to a community of receivers |
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| The first 2.5% to adopt new ideas |
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| The second 13.5% of people to accept new ideas and fads, first to buy new electronics |
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| The third group of people to adopt an idea, 34% |
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| The 34% of people to adopt an innovation fourth |
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| The last 16% of people to adopt an idea, extremely reluctant |
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| The press tells us what to think about by establishing the relative importance of certain issues |
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| Choosing a broad organizing theme for selecting, emphasizing, and linking the elements of a story |
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| The coming together of computing, telecommunications, and media in a digital environment |
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| Holding a meeting with people who are in different, often distant locations |
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| People work at various locations outside the main office, often at home, and are usually connected to a main office by computer and a high-speed modem |
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| A website where information is updated frequently and presented in reverse chronological order |
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| Return of information to a network through e-mail, letters, telephone, etc. |
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| Mass comm model where each audience member receives messages directly from the source of the given medium, implication is that it is powerful and the audience is passive |
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| Someone who, through day-to-day personal contacts and communication, influences someone else's opinions and decisions fairly regularly |
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| Mass comm model where information is passed from the various mass media to certain opinion leaders and from those leaders to other people within the population |
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| Mass comm model that is like the two step flow model except it states that there are various steps and sources of information |
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