ch.10

Question 1

what’s discrimination

Answer 1

Behaving differently toward people based solely or primarily on their membership in a social group.
Differs from prejudice because it is a behavior.
Discrimination usually refers to acting in unfair or demeaning manner, but can also refer to giving unfair advantage.

Question 2

forms of discriminaton

Answer 2

Blatant Discrimination – unequal and harmful treatment that is typically intentional, visible, and easily documented.
Subtle Discrimination – unequal and harmful treatment that is typically less visible and obvious; often not noticed because people have internalized it as normal, natural, or customary.
Covert Discrimination – unequal and harmful treatment that is hidden, purposeful, and often maliciously motivated; behavior that attempts to ensure failure in situations.

Question 3

levels of discrimination

Answer 3

Interpersonal Discrimination
Behaviors that individuals direct at other individuals
Institutional Discrimination
The norms, policies, and practices associated with a social institution result in different outcomes for members of different groups.

Organizational Discrimination
The manifestation of institutional discrimination in the context of a particular organization.
Cultural Discrimination
Discrimination and inequality built into literature, art, music, language, morals, customs, beliefs, and ideology to such a degree that they define an agreed-upon way of life.

Question 4

interpersonal discrimination

Answer 4

Motivation to Control Prejudice:
Motivation to control prejudiced reactions
Motivation to respond without prejudice
Social norms
Development of motivation to control prejudice

Question 5

motivation to control prejudiced reaction

Answer 5

A desire to appear unprejudiced.
Two aspects of this motivation:
Concern with acting prejudice: individual is personally bothered by having prejudiced thoughts or feelings and has a personal commitment to act in unprejudiced manner.
Restraint to avoid dispute: awareness that saying and doing some things would cause trouble, and willingness not to say or do those things to avoid arguments.

Question 6

motivation to respond without prejudice

Answer 6

desire to appear unprejudiced.
Motivation to comply with a norm of unprejudiced behavior has two sources:
Internal – personal belief system holds that prejudice is wrong.
External – social pressure; way of avoiding negative reactions from other people

People high in external motivation and low in internal motivation tend to avoid situations that require interaction with outgroup members.
People high in external motivation can experience negative feelings toward outgroup members as result of social pressure to behave in certain way.

Question 7

social norms

Answer 7

Social norms
Informal rules that groups develop that describe how to be a good group member.
These rules govern both behavior and attitudes.

People feel comfortable expressing normative prejudices and discriminating against targets of those prejudices.
People feel uncomfortable expressing nonnormative prejudices and discriminating against members of normatively protected groups.
Have more influence on people that strongly identify with their ingroup.

Question 8

development of motivation to control prejudice

Answer 8

Parental emphasis on egalitarian values and positive contact with outgroup members is related to high concern with appearing prejudiced.
Having prejudiced parents, little contact with outgroup members, and primary exposure to outgroup through media portrayals is related to restraint to avoid dispute.
Internal and external motivations develop through accommodation to group norms.

Question 9

disinhibitors

Answer 9

Certain factors can reduce motivation to control expressions of prejudice.
Anonymity
Strong emotions
Alcohol consumption
Implied approval of authority figure
Other people’s behavior

Question 10

organizational discrimination

Answer 10

In general, White men are overrepresented in more prestigious, higher-paying occupations.

Although effects of discrimination can seem small for any one decision, it can have larger effects in the long run.

Research on:
Hiring
Performance evaluations
Promotion

Question 11

hiring

Answer 11

Employment audit – technique to study discrimination; members of two groups are matched on appearance, education, and relevant experience, then sent to apply for the same job.
Minority applicants are offered fewer interviews, offered lower staring salaries, steered toward lower level jobs, and receive lower interview ratings.

Question 12

performance evaluations

Answer 12

Performance evaluations are important determinants of person’s career.
Overall, gender not related to job performance ratings.
Race/ethnicity does have impact on job performance evaluations across different levels of job complexity.

Question 13

promotion

Answer 13

Gender differences
Women rated as having less promotion potential, must wait longer for promotion, and receive fewer promotions the higher they move within organization structure.
Males may have additional advantages in female-dominated occupations.

Racial differences
Black workers less likely to be promoted and must wait longer for promotion.
Minorities are often matched in supervisors and employees, tracked into job categories that have fewer promotion opportunities, and have less influential mentors.

Question 14

hate crimes

Answer 14

Hate crimes
Criminal offenses in which there is evidence that the victims were chosen because of their race, ethnicity, national origin, religion, disability, or sexual orientation
Usually have no motivation other than attacking a member of a particular group.

Question 15

hate crime offenders

Answer 15

Hate crime perpetrators disproportionately male and young.

Men are increasingly likely to be offenders as the violence of the behavior increases.

Question 16

motivations for hate crimes

Answer 16

Thrill seeking
Territorial defense
Retaliation
Mission
Peer group dynamics

Question 17

thrill seeking

Answer 17

Committing crime out of a desire for excitement, as a way to alleviate boredom.
Thrill seekers often have little commitment to bias and express little animosity toward targeted outgroup members.
Lack of respect might be the emotional facilitator of this behavior.
Chose targets they see as providing easy and safe opportunities for violence.
Justify their actions by minimizing crime’s impact and portraying actions as harmless fun

Question 18

territorial defense

Answer 18

Perpetrators see themselves as protecting their own territory from invasion by outsiders.
Purpose is to coerce outsiders to go away and send more general message that members of the victim’s group are not wanted in the offender’s neighborhood.

Question 19

retaliation

Answer 19

Offenders are seeking revenge for a real or rumored attack on a member of their ingroup.
Target any available member of the group, not the individual they believe committed the offense against their own group.

Question 20

mission

Answer 20

Mission-oriented hate crimes are carried out because of a commitment to a bigoted ideology.

May or may not be member of hate group.

What if they are doing this in the name of God? Being gay is morally wrong. Then, is religion the hate group?

Question 21

peer group dynamics

Answer 21

Offenders exhibit little animosity toward victim’s group, but also little respect.
Sometimes acknowledge that the victim was harmed, but tend to minimize their personal responsibility.
Many are unwilling participants in the crime, but go along with the group to maintain approval of their friends.

Question 22

effects on victims

Answer 22

Victims suffer more severe psychological consequences and these negative effects last longer compared to victims of similar crimes that were not motivated by such bias.
Feeling of control over what happened and ability to prevent future victimization can help victims cope.
Secondary victimization – the psychological effects a hate crime has on members of the victim’s group.