Ch. 2: An Interpersonal Communication Process

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Interchanging Roles Directive Approach –The interviewer establishes the purpose of the interview and attempts to control the pacing, climate, formality, and drift of the interview Nondirective Approach –Interviewee(s) have significant control over the subject matter, length of answers, climate and formality. Combination Approaches

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Interpersonal Communcation Parties E R E R

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Perceptions Perceptions of Self –Self-concept –Self-esteem Perceptions of the Other Party –Cultural Differences –Perceptions of the other party’s age, sex, race, etc. –Perceptions may (and perhaps should ) change as the interview progresses

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Communication Interactions Levels of Interaction –Level 1: relatively safe and nonthreatening (facts and figures about life) –Level 2: personal, controversial or threatening topics about beliefs, attitudes, values and positions. –Level 3: intimate and controversial areas of life—responses include full disclosure of feelings, beliefs, etc.

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Communication Interactions Sex, Culture and Interaction –Sex: women tend to disclose more than men and are allowed to express emotions more openly (with the exception of anger) –Culture: cultures vary in how, when and to whom self-disclosure is appropriate –“Politeness Theory” holds that all persons want to be appreciated and protected

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Communication Interactions Verbal Interactions –Words are imperfect and often lead to miscommunication as much as they may communicate –I.E., Multiple Meanings, Ambiguities, Sound Alikes, Connotations, Jargon, Slang, Euphemisms, Naming/Labeling, Word Order, Power Words, Regional Differences, Gender and Global Differences

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Communication Interactions Nonverbal Interactions –Up to two-thirds of meaning is conveyed in nonverbal communications (facial expression, body posture, gestures, etc.)

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Feedback Feedback verifies what is being communicated and how well it is being communicated. Communicated verbally and nonverbally

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Listening Styles Listening for Comprehension –Receiving, understanding and remembering the message as accurately and completely as possible Listening for Empathy –Communicating genuine concern, understanding and involvement with the person’s subjective frame of reference.

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Listening Styles Listening for Evaluation –“Critical Listening”: Judging what you hear and observe Listening for Resolution –Dialogic Listening: focus on “ours” rather than “mine” or “yours”—appropriate for problem- solving interviews where the purpose is joint resolution

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) The Interview Situation Surroundings (atmosphere, climate, noise, presence of others/privacy) Time (time of day, week, year) Place (on whose “turf”) Proximity and Setting (arrangement, comfort)

All slides based on Interviewing: Principles and Practices, by Charles J.Stewart and William B. Cash, Jr. (2008) Outside Forces Family, associates, friends, etc. may influence the progression of the interview No one comes to the interview from a vacuum—we bring our lives with us.