SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

The Effects of Self-Disclosure, Mediation, and Coorientational Accuracy on Small Group

Conflict: A Brief Overview and Comparison to Almost Famous
Edward Henriquez
Bryant University

Abstract

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

This paper will be looking at the effects of self-disclosing on small groups, as well as the effects
of mediation and coorientational accuracy on small group conflicts. The Effects of SelfDisclosure, Mediation, and Coorientational Accuracy on Small Group Conflict: A Brief
Overview and Comparison to Almost Famous combines two peer-reviewed communication
articles, The Effects of Self-Disclosing Communication and Attitude Similarity on the Reduction
of Interpersonal Conflict by Michael L. Fahs and Managing Conflict in Decision-Making
Groups: When Does Mediation and Coorientational Accuracy Make a Difference? by Christa L.
Arnold and Jesse C. Arnold and connects them to the critically acclaimed Hollywood movie,
Almost Famous. This paper examines how these authors carried out their research to be able to
reach their findings as well as relate these finding to specific scenes in the film.
Keywords: self-disclosing, mediation, coorientational accuracy

The Effects of Self-Disclosure, Mediation, and Coorientational Accuracy on Small Group

Conflict: A Brief Overview and Comparison to Almost Famous

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

The Effects of Self-Disclosing Communication and Attitude Similarity on the Reduction

of Interpersonal Conflict by Michael L. Fahs is a study that looks at self-disclosure and attitude
similarity as factors towards reducing interpersonal conflict. Fahs states that self-disclosure is a
specific form of communication and that attitude similarity is a relational characteristic. Selfdisclosure, as stated by W. Barnett Pierce and Stewart M. Sharp (1973) and written by Fahs
(1981), occurs when one person voluntarily tells another person things about himself which the
other is unlikely to know or discover from other sources.(p. 41) Prior to conducting his
research, Fahs found that previous research had shown that applied to conflict settings, these
findings suggest that attitude similarity increases interactants attractions and the desire to
respond favorably to messages from one another regarding issues at hand.(p. 42) In relation to
the film, Almost Famous, this research relates to the jet scene which will be explained in further
detail.
Fahs research followed the Posttest-Only Control Group Design. The two independent
variables were self-disclosure and attitude similarity, and both of these variables had two levels:
self-disclosing communication and nondisclosing communication and attitude similarity and
attitude dissimilarity. Fahs randomly selected sixty male and female subjects from lower-division
communication courses, which were then randomly assigned to the four conditions mentioned
above.
The experiment was created in such a way that each subject signed up for individual 20minute appointments with the experimenter two weeks prior to the beginning of the experiment.
Here, each subject was given a sheet of topics and using a Likert-type scale had to give his or her
attitude towards each of the topics. Once completed, a confederate, who was in on the
experiment, filled out the same questionnaire but was given the answers of the first subject.

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

Therefore depending on what the confederates assigned viewpoints were, he or she would share
similar opinions or disagree completely with the sentiments of the first subject. These subjects
were then separated between those who were perceived similarity group and perceived
dissimilarity group. Following this, the two subjects would then have to take part in a game
adapted from Prisoners Dilemma Game, competing against one other to receive the highest
score. Typically, both subjects win points by choosing from the payoff matrix options; these
points varied and were lower when subjects chose the logical options. A very high number of
points would be awarded and split between the subjects when they opted for a specific option.
This could only happen if they both agreed to proceed this way.
The results of this study were similar to what Fahs had expected. His first hypothesis
stated that self-disclosure would reduce interpersonal conflict. Fahs, using an Omega squared
test, which is used to test for the amount of dependent variable variance accounted for by the
independent variable, showed that self-disclosure accounted for 54 percent of the variance of the
dependent variable.(p. 48) With regard to his second hypothesis, which Fahs predicted that
attitude similarity would prove superior to attitude dissimilarity in electing conflict reducing
behavior, again the Omega squared test showed that the attitude similarity main effect accounted
for the seven percent of the dependent variable. (p. 49) Finally, with regard to Fahs third
hypothesis which posited the interaction effect between the combination of self-disclosure and
attitude similarity in reducing interpersonal conflict, the interaction effect was nonsignificant.
(p. 49)
This study relates to the movie Almost Famous with regard to the jet scene where the
band is faced with death and self-disclosure occurs and conflict arises. During that scene, the
plane experiences air turbulence and the band believes they will crash and die. During great

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

panic, the band members share their dirty little secrets relating to actions against other band
members. This leads to conflict among them because as soon as one of the members mentioned
one secret, everyone else takes part in the sharing this leads to increasing self-disclosure and
conflict increases as well. Although at first the self-disclosing does lead to more conflict, in the
end it is beneficial for the band as a whole. Essentially no secrets remain and the conflicts related
to these secrets are no longer a concern. In the end, the band is able to move past a terrifying
situation filled with the added element of conflict; self-disclosure is key in reducing the struggle
among this small group. Unfortunate situation and conflict is therefore reduced thanks to the
self-disclosure.
Managing Conflict in Decision-Making Groups: When Does Mediation and
Coorientational Accuracy Make a Difference? by Christa L. Arnold and Jesse C. Arnold is an
investigation which looked to identify the effects of high coorientational accuracy (HCA)
versus low coorientational accuracy (LCA) and a mediator, or the absence of a mediator, on (1)
requirements for quality decision-making, and (2) participant discussion satisfaction in small
groups engaged in conflict.(p. 16) McKinney and Kimsey (1992), who are quoted by Arnold
and Arnold (1998), describe mediation as an approach to conflict in which an impartial third
party acts as a facilitator in a dispute with the consent of the parties.(p. 12) Papa and Pood
(1998), who are also quoted by Arnold and Arnold, describe coorientational accuracy as
knowing where another person stands on an issue and what conflict tactics he or she prefers.(p.
13) The findings of this experiment will lead to conclusions which can be compared to Almost
Famous with regard to the scene where the band gets in an argument prior to a show.
The way in which Arnold & Arnold measured decision quality and member satisfaction
was using Hirokawas (1988) three general assumption on decision quality. Hirokawa (1988)

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

included: First, decision-making tasks are characterized by certain critical requirements; second,
the successful completion of any decision-making tasks is enhanced by the satisfaction of its
critical requirements; and third, group communication represents the means by which the critical
requirements of a task are satisfied by group members.(p. 15)
The experiment consisted of 24 groups of volunteer undergraduates in communication
classes at a major southeastern university (N=156). Mediators were chosen from a pool of
eleven, using criterion set by three coders. The simulation that was used for this experiment was
developed by Jean, Pilgrim, Power, Stolz, and White (1985) and it is called: Power
Personalities: An OD Role Play.(p. 17) In this simulation, participants are assigned top level
management positions within an organization and faced with a decision: to relocate their
headquarters from Manhattan, New York where they currently operate to an industrial-park are in
a southeastern state. The purpose of this decision is to create conflict: three members were in
favor of moving whereas three more were against moving. The seventh member was either the
predetermined mediator or a neutral party. There were four categories in which the groups could
have been place: HCA-Mediator (high coorientational accuracy with mediator); HCA-No
Mediator (high coorientational accuracy and no mediator); LCA-Mediator (low coorientational
accuracy with mediator); LCA-No Mediator (low coorientational accuracy with no mediator). In
the HCA setting, each group member was given the stances of their fellow team members,
whereas in the LCA had no prior knowledge of the stances of the members. In the Mediator
setting, the seventh member is an official mediator, and in the No Mediator setting, the seventh
member just holds a neutral position.
When it came time to assess decision quality, the coders used Hirokawas (1988)
Assessment of Decision Quality Instrument. Four requirements were used to determine effective

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

decision making stated by Hirokawa. Coders then used a 7-point scale where a 1 indicated
that the group did not appear to satisfy that decision function and a 7 indicated that the group
did appear to satisfy that decision function.(p. 18-19) Similarly, with regard to Discussion
Satisfaction Questionnaire, which members fouled out after group discussion, four aspects were
again measured and a 7-point scale was used: 1-dissatisfied and 7-satisfied. For the groups
with the mediator, an additional fifth question was asked How satisfied were you with your
mediator?(p. 19)
The results of this test varied in accordance to what Arnold & Arnold predicted. Overall,
their findings suggest that for groups high in coorientational accuracy, decision making quality
was significantly better than for counterpart groups low in coorientational accuracy. Interestingly,
mediation was not as effective in bringing about high quality decisions or generating member
satisfaction with the decision process.(p. 26)
These findings relate to the pre-show argument in Almost Famous. The new t-shirt
placing one member in the forefront ignites conflict and three band members join together
feeling slighted. Arnold & Arnolds point of high coorientational accuracy is evident in the quick
verdict of the group to perform. The fact that three out of the four band members know how they
feel on the matter, facilitates the discussion. Contrary to the finding by Arnold & Arnold, the
presence of a mediator did help deescalate the conflict and the band was able to reach an
agreement.
In conclusion, it has been shown how the works by Fahs with regard to self-disclosure
and Arnold & Arnolds mediation and coorientational accuracy findings came to fruition and
how they relate to two specific scenes in the two time Golden Globe winner Almost Famous.

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

References
Fahs, M. L. (1981). The Effects of Self-Disclosing Communication and Attitude Similarity on
the Reduction of Interpersonal Conflict. Western Journal Of Speech Communication:
WJSC, 45(1), 38-50.
Arnold, C. L., & Arnold, J. C. (1998). Managing Conflict in Decision-Making Groups: When

SELF-DISCLOSURE, MEDIATION, & COORIENTATIONAL ACCURACY

Does Mediation and Coorientational Accuracy Make a Difference?. Florida

Communication Journal, 26(1), 11-30.