nur 2030 final
Study online at https://quizlet.com/_i3npt7
1. Intrapersonal conflict: conflict within ones circumstances in which a choice must be made
2. interpersonal conflict: conflict between/among individuals with differing values, ideas, perceptions, and
goals
3. intergroup conflict: conflict between two or more groups of people/departments
4. organizational conflict: conflicts that originate within the structure and function of an organization
5. competition conflict resolution: "the player"
- aggressive and uncooperative
- one person has more power in a situation than the other
- winner takes all, win lose situation
6. avoidance conflict resolution: "the escapist"
- withdraws from situation, remains neutral
- delays response to conflict
- lose lose approach
7. accommodation conflict resolution: "the peacemaker"
- suppresses and smooths over differences
- dreads conflict
- results in lose win situation, one person accommodates the other at their own expense
8. compromise conflict resolution: "the trader"
- bargaining approach, give and take by both parties
- seldom confronts conflict
- modified win/lose, may not be totally satisfactory for both parties
9. collaboration conflict resolution: "problem solver"
- assertive and cooperative
- results in win win
- slow process, takes most time
10. leadership: - ability to guide, motivate, and inspire
- no assigned or appointed role
- focus on effectiveness
- ask what/why
- deal with people/relationships
- look to horizon
1/6
, nur 2030 final
Study online at https://quizlet.com/_i3npt7
11. management: - plans, organize, directs
- involves coordination and integration of resources
- focus on efficiency
- ask how
- deal with systems, control
- maintain status quo
- look to the bottom line
12. "Great Man" Theory: leaders are born, not made
- we now know that leadership can be learned through education and experience
13. autocratic/authoritative management style: make decision without input from staff
- emphasis on tasks that need to be done with less focus on individual
- may be most effective in crisis/code situation
14. laissez faire/ permissive management style: permissive climate
- allow staff to make/implement decisions independently
- may work well with highly motivated groups
15. democratic/participative management style: falls in middle of continuum
- people oriented and emphasizes effective group functioning
- communication flows both ways
- encourages participation
- manager perceived as group member who is organizer and keeps group moving
16. multicratic management style: combination of authoritative and participative styles
- observes situation and determines if structure is necessary or if group participation would be better fit
17. legitimate power: based on an official position held, connected to position of authority
18. referent power: comes from followers' identification with leader's personal characteristics; liked and ad-
mired by others
19. reward power: comes from ability to provide or withhold rewards (salary increases)
20. coercive power: based on fear of consequences (undesirable assignments)
21. expert power: based on knowledge, skills, and abilities that are recognized and respected by others
22. informational power: based on a person's possession of information that is needed by others; most
abused form of power
23. motivational power: utilizing interest, enthusiasm, or participation of others to achieve a goal
2/6
Study online at https://quizlet.com/_i3npt7
1. Intrapersonal conflict: conflict within ones circumstances in which a choice must be made
2. interpersonal conflict: conflict between/among individuals with differing values, ideas, perceptions, and
goals
3. intergroup conflict: conflict between two or more groups of people/departments
4. organizational conflict: conflicts that originate within the structure and function of an organization
5. competition conflict resolution: "the player"
- aggressive and uncooperative
- one person has more power in a situation than the other
- winner takes all, win lose situation
6. avoidance conflict resolution: "the escapist"
- withdraws from situation, remains neutral
- delays response to conflict
- lose lose approach
7. accommodation conflict resolution: "the peacemaker"
- suppresses and smooths over differences
- dreads conflict
- results in lose win situation, one person accommodates the other at their own expense
8. compromise conflict resolution: "the trader"
- bargaining approach, give and take by both parties
- seldom confronts conflict
- modified win/lose, may not be totally satisfactory for both parties
9. collaboration conflict resolution: "problem solver"
- assertive and cooperative
- results in win win
- slow process, takes most time
10. leadership: - ability to guide, motivate, and inspire
- no assigned or appointed role
- focus on effectiveness
- ask what/why
- deal with people/relationships
- look to horizon
1/6
, nur 2030 final
Study online at https://quizlet.com/_i3npt7
11. management: - plans, organize, directs
- involves coordination and integration of resources
- focus on efficiency
- ask how
- deal with systems, control
- maintain status quo
- look to the bottom line
12. "Great Man" Theory: leaders are born, not made
- we now know that leadership can be learned through education and experience
13. autocratic/authoritative management style: make decision without input from staff
- emphasis on tasks that need to be done with less focus on individual
- may be most effective in crisis/code situation
14. laissez faire/ permissive management style: permissive climate
- allow staff to make/implement decisions independently
- may work well with highly motivated groups
15. democratic/participative management style: falls in middle of continuum
- people oriented and emphasizes effective group functioning
- communication flows both ways
- encourages participation
- manager perceived as group member who is organizer and keeps group moving
16. multicratic management style: combination of authoritative and participative styles
- observes situation and determines if structure is necessary or if group participation would be better fit
17. legitimate power: based on an official position held, connected to position of authority
18. referent power: comes from followers' identification with leader's personal characteristics; liked and ad-
mired by others
19. reward power: comes from ability to provide or withhold rewards (salary increases)
20. coercive power: based on fear of consequences (undesirable assignments)
21. expert power: based on knowledge, skills, and abilities that are recognized and respected by others
22. informational power: based on a person's possession of information that is needed by others; most
abused form of power
23. motivational power: utilizing interest, enthusiasm, or participation of others to achieve a goal
2/6
