Copyright © 2010, 2007, 2004 Pearson Education, Inc 1 Prepared By: Renee Brokaw University of North Carolina, Charlotte This multimedia product and its contents are protected under copyright law. The following are prohibited by law: Any public performance or display, including transmission of any image over a network; Preparation of any derivative work, including the extraction, in whole or in part, of any images; Any rental, lease, or lending of the program.

Copyright © 2010, 2007, 2004 Pearson Education, Inc Unit 2 Interpersonal Communication 2

Copyright © 2010, 2007, 2004 Pearson Education, Inc Chapter 8 Enhancing Relationships 3

Copyright © 2010, 2007, 2004 Pearson Education, Inc The Importance of Friendship Play and interact with others Playmates meet our needs Childhood Try to distance themselves from parents Seek intimacy with peers Adolescence Have ten to twenty casual friends Four to six close friends One to two best friends Adulthood Extremely important Develop highly valued network of friends Old Age 4

Copyright © 2010, 2007, 2004 Pearson Education, Inc Friends With Benefits Relationship FWBR stay friend Don’t become involved Sexual component remains secret Relationship may be renegotiated 5

Copyright © 2010, 2007, 2004 Pearson Education, Inc The Importance of Family Healthy families have : –High self-worth –Communication that is direct, specific and honest –Rules that are flexible and humane –Open and hopeful links to society 6

Copyright © 2010, 2007, 2004 Pearson Education, Inc Enhancing Workplace Relationships Interact using passive strategies first Begin interacting with colleagues Listen and respond to colleagues Adapt to work environment 7

Copyright © 2010, 2007, 2004 Pearson Education, Inc Relational Escalation 8

Copyright © 2010, 2007, 2004 Pearson Education, Inc Relational Escalation Stage Pre-Interaction Awareness Initiation Exploration Intensification Intimacy Explanation Become aware Initiate contact Seek information Depend on each other Self-concept confirmed 9

Copyright © 2010, 2007, 2004 Pearson Education, Inc Relational De-Escalation Stage Turmoil Stagnation De-intensification Individualization Separation Post-interaction Explanation Increased conflict Vitality lost Decreased interaction Limited interaction Eliminate interaction Lasting effects on self 10

Copyright © 2010, 2007, 2004 Pearson Education, Inc Tensions in Relationships: Dialectical Perspective Relational dialectics –Interpersonal relationships constantly change –Revolve around managing tension 11

Copyright © 2010, 2007, 2004 Pearson Education, Inc Primary Issues of Relational Partners Integration-Separation –Autonomy vs. Connection Stability-Change –Predictability vs. Novelty Expression-Privacy –Openness vs. Closedness 12

Copyright © 2010, 2007, 2004 Pearson Education, Inc Managing Interpersonal Conflict Interpersonal conflict –Struggle between two people 13

Copyright © 2010, 2007, 2004 Pearson Education, Inc Hallmarks of Constructive Conflict People change People interact to learn vs. protect themselves People don’t stay stuck in conflict Enhances self-esteem Focused on relationship vs. individuals Primarily cooperative 14

Copyright © 2010, 2007, 2004 Pearson Education, Inc Destructive Conflict Characterized by a lack of cooperation Dismantles relationships 15

Copyright © 2010, 2007, 2004 Pearson Education, Inc Conflict and Culture Individualistic Conflict… –Airs out differences –Is functional or dysfunctional –Should not be repressed –Solves problems –Issues handled separately –Handled directly, openly –Focuses on problem solving Collectivistic Conflict… –Damages respect –Is dysfunctional –Signals lack of self- discipline –Fosters skilled negotiation –Issues intertwined –Handled discreetly, subtly –Focuses on face saving 16

Copyright © 2010, 2007, 2004 Pearson Education, Inc Challenge Question Those in individualistic cultures believe that conflict A.Should be handled directly and openly. B.Can be dysfunctional. C.Should deal with substantive and relational issues together. D.Should result in a winner and a loser. 17

Copyright © 2010, 2007, 2004 Pearson Education, Inc Answer Those in individualistic cultures believe that conflict A.Should be handled directly and openly. B.Can be dysfunctional. C.Should deal with substantive and relational issues together. D.Should result in a winner and a loser. 18

Copyright © 2010, 2007, 2004 Pearson Education, Inc Three Forms of Conflict Pseudo conflict –Reflects lack of understanding Simple conflict –Stems from differences Ego conflict –Based on personal issues, attacking self- esteem 19

Copyright © 2010, 2007, 2004 Pearson Education, Inc Conflict Phenomenon Symbolic displacement –Behavior expression of unconscious meaning Serial arguments –Arguments on same issue occurring at least twice Irresolvable conflicts –Impossible to resolve 20

Copyright © 2010, 2007, 2004 Pearson Education, Inc Relationship Types Based on Power Relationship Type ComplementarySymmetricalParallel SymbolsExplanation One partner almost always in power Partners control or relinquish power Give and take 21

Copyright © 2010, 2007, 2004 Pearson Education, Inc Challenge Question  When power in a romantic relationship continually shifts from one person to the other, the relationship is said to be A.Complementary B.Symmetrical C.Parallel D.Elliptical 22

Copyright © 2010, 2007, 2004 Pearson Education, Inc Answer  When power in a romantic relationship continually shifts from one person to the other, the relationship is said to be A.Complementary B.Symmetrical C.Parallel D.Elliptical 23

Copyright © 2010, 2007, 2004 Pearson Education, Inc Conflict Management Styles 24

Copyright © 2010, 2007, 2004 Pearson Education, Inc Challenge Question A conflict management style that seeks a win-win resolution is called A.Cooperative B.Confrontational C.Nonconfrontational D.passive 25

Copyright © 2010, 2007, 2004 Pearson Education, Inc Answer A conflict management style that seeks a win-win resolution is called A.Cooperative B.Confrontational C.Nonconfrontational D.Passive 26

Copyright © 2010, 2007, 2004 Pearson Education, Inc Conflict Management Skills: Strategies to Manage Emotions Select a time and place to discuss conflict Plan your message Monitor non-verbal messages Avoid personal attacks Use self-talk 27

Copyright © 2010, 2007, 2004 Pearson Education, Inc Manage Information Clearly describe the conflict-producing events “Own” your statements by using “I” Use effective listening skills Check your understanding 28

Copyright © 2010, 2007, 2004 Pearson Education, Inc Manage Goals Identify your goals and your partner’s goals Identify where goals overlap 29

Copyright © 2010, 2007, 2004 Pearson Education, Inc Manage the Process Resist developing solutions until: –Problem and goals clearly defined The more solutions identified –Chances of success are greater Systematically discuss the pros and cons 30