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Design Logic
Expressive design logic : people who respond reflexively, impulsively
Conventional design logic: people who follow norms/social customs
Rhetorical design logic: people who rely on shared goals and reason giving
Consider Situational Factors
Time of Day
Location of Request
Context/History of Relationship (Design Logic)
Goals, Plans and Actions
What do you want? (primary/secondary goals)
How will you get it? (strategy used/evidence provided)
For ex: An employee wants a pay raise (gaining assistance)
Employee doesn't want to work more hours (personal resource)
Employee demonstrates higher productivity to others (evidence)
Dillard's Secondary Goals
Identity: goals consistent with character
Interaction: goals regarding face-work/impression management
Relational Resource: goals involving relational maintenance
Personal Resource: goals to improve one's assets/standing
Affect Management: goals about managing one's mood/emotions
Dillard's Primary Goals
Primary Goals
1) gaining assistance
2) giving advice
3) share activity
4) change perspective
5) change relationship
6) obtain permission
7) enforce rights/obligations
Facework
Politeness Theory: how people deal with face threats
Positive and Negative Face: person's public self-image
--positive face threats convey disapproval
--negative face threats constrain freedom/autonomy
Source and target face needs are interdependent (must adapt message to target and face threats decrease compliance)
Examples:
liking, pregiving, debt, moral appeal, positive esteem, negative esteem
Five types of compliance gaining strategies
--rewarding activity
--punishing activity
--expertise
--activation of impersonal commitments
--activation of personal commitments
5 Types of Power
Reward Power: ability to confer benefits
Coercive Power: ability to inflict punishment
Expert Power: based on perceived knowledge
Legitimate Power: based on official rank
Reference Power: based on admiration/respect
Couple Types
Marwell & Schmidts Taxonomy
Situational Factors
Five Types of Power
Dillard's Primary Goals
Traditionals: conventional relationship values, more interdependence and engage in conflict
Separates: ambivalent towards relationships, less interdependence and avoid conflict
Independents: nonconventional relational values, moderate interdependence and engage in some conflict
Dominance: power and status
Intimacy: nature of relationship
Resistance and Personal Benefits
Rights: invocation of rights/obligations
Relational Consequences: potential for harming a relationship
Apprehension: potential for conflict escalation
Compliance gaining is intentional and focuses on behavioral conformity
--interpersonal and focused on strategy selection/effectiveness