Communication & Relationships Key Terms
Master these terms for the Communication & Relationships domain. Terms are grouped by topic area.
Communication
Active Listening
A communication technique that involves fully concentrating on the speaker, understanding the message, responding thoughtfully, and remembering what was said. Requires verbal and nonverbal feedback such as paraphrasing, nodding, and asking clarifying questions.
Stakeholder Engagement
The process of identifying, analyzing, and managing relationships with individuals or groups who have an interest in or are affected by HR initiatives. Effective engagement requires understanding each stakeholder's concerns, influence, and communication preferences.
Cultural Competence
The ability to understand, communicate with, and effectively interact with people across cultures. In HR, this includes recognizing cultural differences in communication styles, work expectations, and management practices.
Conflict Resolution
Alternative Dispute Resolution (ADR)
Methods of resolving workplace disputes outside of litigation. Includes mediation (a neutral third party facilitates discussion), arbitration (a neutral third party makes a binding decision), and ombudsman services. ADR is typically faster and less costly than formal legal proceedings.
Mediation
A voluntary, confidential process in which a neutral mediator helps disputing parties reach a mutually acceptable resolution. The mediator facilitates communication but does not impose a decision. Commonly used for workplace conflicts, harassment complaints, and employee grievances.
Constructive Discharge
A legal concept where working conditions become so intolerable that a reasonable person would feel compelled to resign. Courts treat constructive discharge as an involuntary termination, meaning the employer may be liable as if the employee were fired. HR must document and address hostile conditions proactively.
Grievance Procedure
A formal process for employees to raise complaints about workplace conditions, policies, or treatment. Typically includes multiple steps: informal discussion, written complaint, management review, and appeal. In unionized environments, grievance procedures are defined in the collective bargaining agreement.
Diversity, Equity, and Inclusion
Disparate Impact
A form of unintentional discrimination where a seemingly neutral employment practice disproportionately affects a protected group. Established in Griggs v. Duke Power Co. (1971). Employers can defend against disparate impact claims by showing the practice is job-related and consistent with business necessity. Also called adverse impact.
Disparate Treatment
Intentional discrimination where an employer treats an individual differently because of their membership in a protected class (race, sex, religion, national origin, age, disability). Requires proof of discriminatory intent. The McDonnell Douglas framework establishes the burden-shifting analysis used in these cases.
Inclusive Workplace
A work environment where all employees feel valued, respected, and supported regardless of their background, identity, or perspective. Goes beyond diversity (representation) to ensure equitable access to opportunities and a sense of belonging for all employees.
Unconscious Bias
Implicit attitudes or stereotypes that affect understanding, actions, and decisions without conscious awareness. Common types include affinity bias, confirmation bias, halo effect, and attribution bias. Training and structured processes can help mitigate the impact on hiring, promotion, and performance evaluation.
Practice these terms with Communication flashcards and test your knowledge with Communication mini exams.
Related Resources
- Communication & Relationships Study Guide
- Communication Exam Tips
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