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 ru
ic 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
equired 3 pages).
Paper Structure:
1. Introduction: Be sure to include an attention gra
er, 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,
estatement 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 XXXXXXXXXX)
Appropriate
choices, rooted
in
Communication
within 20 years
old. (11-7)
Poor choices, or missing
supporting documents,
dated or otherwise
i
elevant. (7-0)
________ 15
Critical
Analysis/Reflection
Thorough and critical reflection with
direct co
elation to research and
course materials (30-
25)
Clear,
competent
eflection 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,
ut may not
utilize structural
techniques
effectively (11-7)
Poorly organized,
na
ative is hard to
follow, structural
techniques are poorly
implemented (7-0)
________ 15
Writing Mechanics Spelling, grammar, and citations are
all co
ect (15-12)
Effective writing
ut with minor
e
ors (11-7)
Multiple e
ors that are
distracting to potential
eaders (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-
XXXXXXXXXXescalation.
9.2 Describe the main components of the three theories that explain
XXXXXXXXXXrelational 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 anothe
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
Powe
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 bante
Many relationships remain in acquaintance stage
Exploration Stage
Begin sharing more in-depth information
Communication increases and becomes easie
Limited physical contact and limited time spent togethe
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 XXXXXXXXXXSocial 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 XXXXXXXXXXElectronically 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 nonve
al 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 cu
ent 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