You overhear a conversation where one person says, You really ...

[londonang]

You overhear a conversation where one person says, You really believe that? I think if you look at the facts again, I'm sure you would draw a different conclusion. What would this communication be an example of?
 
  A) Practicing person-oriented communication
  B) Practicing problem-oriented communication
  C) Practicing communication that validates the individual
  D) Practicing communication that is disowned

Question 2

Your boss tells you, If you continue to be late, you will lose your job. Did your boss practice supportive communication?
 
  A) No, this is an evaluative comment.
  B) Yes, even though the comment is evaluative in nature, it is linked to a probable outcome.
  C) Yes, this is a validating comment.
  D) No, the comment is person oriented.

[duy1981999]

Answer to Question 1

Answer: A
Explanation: A) Correct. Rather than focusing on the underlying problem or issue to be changed, this communication focuses on a perceived rational weakness of the listener.
B) Incorrect. Rather than focusing on the underlying problem or issue to be changed, this communication focuses on a perceived rational weakness of the listener. This communication is actually person-oriented.
C) Incorrect. Validating communication communicates respect and flexibility. This statement is in fact invalidating because it questions the listener's rational thinking skills. This communication is actually person-oriented.
D) Incorrect. Disowned communication occurs when the speaker distances him- or herself from the opinions of the communication. Here the speaker is owning his or her beliefs. This communication is actually person-oriented.

Answer to Question 2

Answer: B
Explanation: A) Incorrect. Supportive communication can sometimes be evaluative as long as it is made in terms of (1) some established criteria, (2) some probable outcomes, or (3) past successes of the same individual.
B) Correct. Supportive communication can sometimes be evaluative as long as it is made in terms of (1) some established criteria, (2) some probable outcomes, or (3) past successes of the same individual.
C) Incorrect. Though this is supportive communication, it is not necessarily validating. Validating communication focuses on showing respect and flexibility. Your boss is not invalidating you or your abilities, but neither is he validating you.
D) Incorrect. This focuses on a particular behavioral problem (lateness) and its likely consequence (losing your job). It is not person-oriented.