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The Boston Naming Test (BNT), introduced in 1983 by Edith Kaplan, Harold Goodglass and Sandra Weintraub, is a widely used neuropsychological assessment tool to measure confrontational word retrieval in individuals with aphasia or other language disturbance caused by stroke, Alzheimer's disease, or other dementing disorder. [1]
Passive-aggressive behavior is characterized by a pattern of passive hostility and an avoidance of direct communication. [1] [2] Inaction where some action is socially customary is a typical passive-aggressive strategy (showing up late for functions, staying silent when a response is expected). [2]
I am in debt to Professor Nigel Howard, whose explanation of Confrontation Analysis and Game Theory at a seminar in 1998 excited my interest. Our subsequent discussions helped me to order my thoughts and the lessons I had learned into a coherent structure with the result that, for the first time, I was able to understand my experiences within a ...
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The self-confrontation method is a relational process that involves researching and organising the client or subject's valuations, including the ways in which these valuations are reorganized over time. The process has been separated into three parts: 1) valuation elicitation; 2) affective rating; 3) discussion of the results. [1]
Confrontation may occur between individuals, or between larger groups. Because groups are composed of multiple individuals, with each member having their own specific triggers for a violent response to a perceived provocation, risk factors which "may not be sufficient individually to explain collective violence, in combination [can] create conditions that may precipitate aggressive ...
Cards with basic human needs in the hands of exercise group participants. Nonviolent Communication holds that most conflicts between individuals or groups arise from miscommunication about their human needs, due to coercive or manipulative language that aims to induce fear, guilt, shame, etc.
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.