Term
| 3 types of professional relationship |
|
Definition
management and employees
employees and other employees
employees and clients or the public |
|
|
Term
| types of social relationships |
|
Definition
leadership and members
members and other members
members and the public |
|
|
Term
| Characteristics of productive interpersonal communication |
|
Definition
openness
empathy
equality
supportiveness
positiveness |
|
|
Term
|
Definition
| to blend things together so that they function together as a whole |
|
|
Term
|
Definition
| a pattern of clear and consistent communication choices that reflects a person's indiviuallity and distinguish him or her from other indiviuals |
|
|
Term
| Dominant style (Four types of personal style) |
|
Definition
one that is fast paced and more task-oriented than person-oriented
high D's |
|
|
Term
| Influencing style (FToPS) |
|
Definition
one that is fast paced and more people oriented than task oriented.
High I's |
|
|
Term
|
Definition
slow paced and both people and task oriented.
High S |
|
|
Term
|
Definition
tends to be slow paced and task oriented
High C's |
|
|
Term
|
Definition
| broad in scope, requiring more than a single-word answer such as yes or no |
|
|
Term
|
Definition
| one that requires a very specific answer, often just one word |
|
|
Term
| 7 ways to become an effective conversationalist |
|
Definition
Initiating conversations
maintaing conversations
Listening in conversations
Make clear and apropriate requests
give clear and accurate directions
Asking apporpriate and purposeful questions |
|
|
Term
|
Definition
| to repeat a message in your own words |
|
|
Term
|
Definition
| an established code of behavior or courtesy |
|
|
Term
|
Definition
| code of etiquette that is written down and prescribed by an organization |
|
|
Term
|
Definition
| a negative evaluation done in a way that brings positive change |
|
|
Term
| Descriptive communication |
|
Definition
| talk that paints a picture of the facts of a situation |
|
|
Term
|
Definition
| talk that tells how you interpret a behavior and how you feel about a situation |
|
|
Term
| four factors that affect people's perceptions and communications |
|
Definition
culture
age
ethnicity
gender |
|
|
Term
|
Definition
| a formal two-party communication in which atleast one of the participants has a set purpose |
|
|
Term
|
Definition
| one who determines the purpose of the interview and ensures that the discussion remains focused on the purpose |
|
|
Term
|
Definition
| one who provides information to the interviewer |
|
|
Term
|
Definition
Set a goal
develop structure
prepare and ask questions
control the direction of the dicussion |
|
|
Term
|
Definition
provide clear, complete, and appropriate answers
Gather information |
|
|
Term
| information-gathering interview |
|
Definition
| interview in which an interviewer obtains information from an interviewee |
|
|
Term
|
Definition
| gather information from a number of people |
|
|
Term
|
Definition
| an interview in which the interviewer uses questions to find out unknown info. |
|
|
Term
|
Definition
| used to determine why a person has decided to leave an organization |
|
|
Term
| information-giving interview |
|
Definition
| an interview in which an interviewers gives info to an interviewee |
|
|
Term
|
Definition
| an evaluation of how well you have achieved your goals and objectives over a set period of time |
|
|
Term
|
Definition
| an interview that generally occurs when an interviewers helps the interviewee decide on a course of action |
|
|
Term
|
Definition
| a process employers use to judge whether a job candidate is qualified and well suited for a position |
|
|
Term
|
Definition
| a sequence of actions that results in an effective interview |
|
|
Term
| Preparing for an interview |
|
Definition
Set a goal
determine the type of interview
determine the structure
research the other party
develop appropriate questions
practice |
|
|
Term
|
Definition
| broad in scope, giving the respondent a great deal of freedom in his or answer. |
|
|
Term
|
Definition
| seeks a very specific answer |
|
|
Term
|
Definition
| not only seeks a specific answer but may even provide answers from which to choose |
|
|
Term
|
Definition
| question that begins a new topic |
|
|
Term
|
Definition
| question that helps the interviewer better understand the answer to a primary question |
|
|
Term
|
Definition
| question that suggests the desired answer |
|
|
Term
|
Definition
| questions that implies no specific right or wrong answer |
|
|
Term
|
Definition
| question that is straightforward:asks exactly what the interviewer wants to know and leaves no room for ambiguity |
|
|
Term
|
Definition
| question that sekkes specific information without directly asking for it |
|
|
Term
|
Definition
| question that seeks information that can be proven |
|
|
Term
|
Definition
| questions that asks for the respondent's judgment about something |
|
|
Term
|
Definition
| question that asks how a respondent might react in a given situation |
|
|
Term
| components of an interview |
|
Definition
the opening
the body
the closing |
|
|
Term
|
Definition
|
|
Term
|
Definition
| how people nonverbally express feeling and attitudes |
|
|
Term
|
Definition
| to treat differently based on reasons other than individual merit, or quality |
|
|
