I attachted the instructions and also some chapter slides we went over to give you a breif insight what we learned in the commuication class. THIS is a relfection paper about the class, please see the rubric as it has what to really foucs on when writing, use the slides to guide when it comes to relating to the chapters
Microsoft Word - COMM 112R Reflection Paper.docx COMM 112R Final Course Critical Reflection Paper The purpose of this paper is to look back and analyze your prior communication skills and the new skills you have developed and reflect on the outcomes that result from these new skills. The paper should demonstrate your competency of the course material and the concepts you have learned during the semester. A grading rubric is provided. This assignment is worth 100 points. (You can absolutely use the first- person pronoun with completing this paper). Length of Paper: You should write a 3-page analysis (half page introduction, 2 full pages analysis, and half page conclusion) and the reference page (you do not need to include a cover page; if you do -please note that cover and reference page do not count towards your required 3 pages). Paper Structure: 1. Introduction: Be sure to include an attention grabber, thesis statement, preview statement, and transition into your first main point. 2. Body: Be sure to include three-four specific competencies/chapters discussed that describe how your communication evolved/improved, transitions between each competency, and a transition to the conclusion. 3. Conclusion: Be sure to include a signpost, summary of main points, restatement of thesis/main ideas, and concluding remarks that leave us with a memorable ending. 4. Reference page: Be sure to include and cite 2 additional credible sources and your course text. Citations should follow APA format. Be sure to fully describe the main points/competencies in the paper and be as specific as possible in your paper when you offer examples from your own life to illustrate why these competencies are important for you to be a successful communicator and for your new skills. Assume that you are writing this paper for someone who is not familiar with interpersonal communication. Exceeds Meets Below Score Effectiveness of Content Creatively, and effectively informs, educates, and provides critical insight to 3-4 interpersonal communication competencies (25-10) Informs audience on interpersonal communication (19-9) Does not share interesting information, minimally beneficial (10-0) ________ 25 Research/Supporting Documents Appropriate, critical choices that are founded in Communication and less than 10 years old. (15-12) Appropriate choices, rooted in Communication within 20 years old. (11-7) Poor choices, or missing supporting documents, dated or otherwise irrelevant. (7-0) ________ 15 Critical Analysis/Reflection Thorough and critical reflection with direct correlation to research and course materials (30- 25) Clear, competent reflection of topic (24-15) Poor development, does not critically support claims, missing content (14-0) ________ 30 Organization Well-organized, easy to follow with clear introduction, body, and conclusion (15-12) Competent organization, but may not utilize structural techniques effectively (11-7) Poorly organized, narrative is hard to follow, structural techniques are poorly implemented (7-0) ________ 15 Writing Mechanics Spelling, grammar, and citations are all correct (15-12) Effective writing but with minor errors (11-7) Multiple errors that are distracting to potential readers (7-0) ________ 15 Total Points: ________ 100 PowerPoint Presentation Chapter 8 Understanding Interpersonal Relationships Learning Objectives 9.1 Identify and describe the stages of relational escalation and de- escalation. 9.2 Describe the main components of the three theories that explain relational development. Interpersonal Relationships In an Interpersonal Relationship there is: Shared Perception Both people must perceive ongoing relationship Ongoing Interdependent Connection Partners rely and affect one another Shared Relational Expectations Expectations formed between partners that constantly evolve Interpersonal Intimacy and Affection Intimacy and expectations combine to create standards for affection Circumstance or Choice Formed due to overlap vs sought out Power Complementary, Symmetrical, or Parallel Model of Relational Development Relational Escalation Movement toward greater intimacy Five stages Each stage has specific communication patterns, significant events, and relational expectations Moves from passive strategies to active strategies Preinteraction Awareness Stage Passive strategies to gain information Form initial impressions Some relationships progress, some don’t Stages of Interpersonal Relationship Development Relational Escalation continued Acquaintance Stage Results from positive impressions First interaction, usually safe and superficial Sub-stages: introductions and casual banter Many relationships remain in acquaintance stage Exploration Stage Begin sharing more in-depth information Communication increases and becomes easier Limited physical contact and limited time spent together Stages of Interpersonal Relationship Development Relational Escalation continued Intensification Stage Begin depending on partner for self-confirmation Riskier self-disclosure More time spent together, closer physical distance and more physical contact Intimacy Stage Share intimate disclosures Partners confirm and accept each other’s sense of self Communication highly personal and synchronized Increased physical contact, decreased physical distance Define and discuss relationship; may be formalized Stages of Interpersonal Relationship Development Relational De-escalation Not a reversal of previous relationship Stages Turmoil or stagnation Deintensification Individualization Separation Post-separation effects Stages of Interpersonal Relationship Development Principles Underlying Relational Stages You can choose to remain in given stage Speed of progression through stages varies Changes in relationships are signaled (turning points: casual and reflective) Change occurs within each stage Change occurs between stages Can move forward, backward, or restart stages Relational development involves negotiating change Stages of Interpersonal Relationship Development Sample Relational Development Graph Social Exchange Theory Rewards/costs affect our decisions to escalate, maintain, or terminate relationships Immediate and forecasted rewards and costs Cumulative rewards and costs Expected rewards and costs Comparison to alternatives Theories of Interpersonal Relationship Development Theories of Interpersonal Relationship Development Relational Dialectics Theory Management of tensions in relationship Identifying dialectical tensions Connection vs. autonomy Predictability vs. novelty (certainty vs. uncertainty) Openness vs. closedness Using dialectical tensions to explain relational movement Coping with dialectical tensions (praxis) When a couple commits to a relationship, both partners must find a new balance between autonomy and connection. Jupiterimages/Stockbyte/Getty Images Theories of Interpersonal Relationship Development Self-Disclosure and Social Penetration Theory Movement toward intimacy related to self-disclosure Understanding the social penetration model Breadth Depth Enhancing intimacy by self-disclosing over time Self-disclosure needed for intimacy Our relationships develop as we disclose more and more pieces of our selves. Peter Bernik/Shutterstock Self-Disclosure and Social Penetration Theory continued Characteristics of self-disclosure Moderated by rules and boundaries Communication privacy management theory Usually occurs in small increments Moves from less personal to more personal info (5 levels) Reciprocal; dyadic effect Involves risk and requires trust Reflects perceptions about nature of relationships Theories of Interpersonal Relationship Development Social Penetration Model Theories of Interpersonal Relationship Development Self-Disclosure and Electronically Mediated Communication (EMC) Increasingly used Many feel more comfortable using EMC Risk and trust important factors Face-to-face viewed as more appropriate for intimacy Theories of Interpersonal Relationship Development End of Lecture: Chapter 9 Understanding Interpersonal Relationships PowerPoint Presentation Chapter 8 Conflict Management Skills Learning Objectives 8.1 Identify commonly held misconceptions about interpersonal conflict. 8.2 Compare and contrast three types of interpersonal conflict. 8.3 Describe five conflict management styles. 8.4 Identify and appropriately use conflict management skills. Conflict Defined Conflict is an expressed struggle between at least 2 interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals (Wilmot & Hocker, 2014). Unresolved and poorly managed interpersonal conflict is a significant predictor of an unsatisfactory interpersonal relationship. zulufoto/Shutterstock Misconception 1: Conflict Is Always a Sign of a Poor Interpersonal Relationship Conflict is normal part of all relationships Free expression of conflict is healthy Misconception 2: Conflict Can Always Be Avoided We each have unique perspectives Not possible to always agree Conflict is normal and productive part of group relationships Conflict Misconceptions Misconception 3: Conflict Always Occurs Because of Misunderstandings Disagreement often triggers conflict, not a lack of understanding Misconception 4: Conflict Can Always Be Resolved Some disagreements too intense Fixed perceptions make resolution difficult “Agree to disagree” Conflict Misconceptions Conflict Types Pseudoconflict: Misunderstandings Unless cleared up, can lead to real conflict Key strategies to minimize misunderstanding Check your perceptions Look and listen between lines Establish supportive climate for conversation Pseudoconflict is simply a misunderstanding. Your partner may communicate confusion by facial expressions or other nonverbal behavior. Pseudoconflict can be resolved if partners ask for clarification, listen between the lines, and work to establish a supportive climate. Theartofphoto/Fotolia Simple Conflict: Different Positions on Issues Strategies to resolve simple conflict Clarify both parties’ understanding of conflict source Seek underlying principle on which parties can agree Keep discussion focused on facts and current issue Look for more than just initial solutions Do not tackle too many issues at once Find agreement with partner when possible Return to discussion later if escalating Conflict Types Ego Conflict: Conflict Gets Personal Original issue ignored; personal attacks instead Focus on being other-oriented Strategies to manage ego conflict Try to steer focus back to issues (simple conflict) Make issue problem to be solved, not battle to be won Write down what is said Make a vow not to reciprocate personal attacks Avoid contempt Conflict Types The five conflict management styles in relation to concern for others and concern for self. Conflict Management Styles Conflict Management Styles Avoidance Also known as “lose-lose” approach Demand-withdrawal Advantages Allow time for processing situation Face saving; both self and other person Disadvantages Can be perceived as uncaring Unresolved conflict; will boil over eventually Conflict Management Styles Accommodation Also known as “lose-win” approach Advantages Shows you are reasonable and want to help Disadvantages Sacrifice own needs, do what others want People will take advantage of you May result in “pseudosolution” Competition Also known as “win-lose” approach Advantages Often results in getting your own way Appropriate if your approach protects others from harm Disadvantages Involves blaming, seeking a scapegoat Threats often used Conflict Management Styles Compromise Also know as “lose, win-lose, win” approach Solution somewhat meets needs of everyone Advantages Can be used for quick, temporary resolution Helps everyone save face Disadvantages Often, no person feels entirely pleased Collaboration Not approached as “win/lose” game Other-oriented strategy to solve problems Advantages All parties involved in shaping outcome