Chapter 7: Group Influence Flashcards

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1
Q

What is a group??

A
  • two or more people who for longer than a few moments, interact with and influence one another and perceive one another as “us” in contrast to “them”
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2
Q

Co-actors?

A
  • a group of people working simultaneously and individually on a non-competitive task
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3
Q

Social facilitation?

A
  • original meaning: the tendency of people to perform simple or well-learned tasks better when others are present;
    2) current meaning: the strengthening of dominant (prevalent likely) responses owing to the presence of others
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4
Q

Collective influence?

A
  • social facilitation, social loafing and deindividualtion
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5
Q

Increased arousal does/does not enhance the performance on easy tasks for which the most likely -“dominant”- response is correct.

A

DOES YO

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6
Q

Social arousal facilitates dominant responses only when right?True/false?

A
  • FALSE

- this occurs whether right or wrong

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7
Q

Social facilitation and social inhibition:

- Norman triplett published what?

A

one of the first studies in social psychology …1989. Studied social facilitation!

  • study in 1898 …kids put line back on fish reel..competition occurred between them without asking them to compete.
  • noticed that bicyclists times were faster when together than alone!
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8
Q

Social facilitation and social inhibition:

-Subsequent studies - social inhibition?

A
  • other studies have shown that some tasks in the presence of others hinders performance. In the presence of others, cockroaches, parakeets and green finches learn mazes more slowly. This disruptive effect can be seen in people too. The presence of which diminishes efficiency at learning nonsense syllables, completing a maze and performing complex multiplication problems
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9
Q

Zajonc and Arousal?

A
  • in the presence of others increases our arousal
  • when the task at hand produces dominant response (normal response when alone), arousal leads to facilitation
  • in the presence of others when doing easy tasks /already learned tasks, performance increases;however, when learning a new task if in the presence of others the number of wrong answers increases vs when alone.
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10
Q

Social facilitation and social inhibition:

- pool study?

A
  • 71% shots made while not aware of being watched
  • 81% shots made when they were aware of being watched
  • *good pool players**
  • 36% without knowing people were watching (not good players)
  • 25% shots made when they knew ppl were watching (not good pool players)
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11
Q

What are possible factors in arousal?

A
  • evaluation apprehension, driven by distraction and mere presence!
  • *what you do well, you will be energized to do best in front of others
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12
Q

Possible factors in arousal:

- Evaluation apprehension?

A
  • concern of how others are evaluating us
  • the enhancement of dominant responses is strongest when people think they are being evaluated (ex: joggers jogged faster when a woman was facing them as they passed by vs turned away)
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13
Q

Possible factors in arousal:
-Evaluation apprehension-
L> helps explain what?

A
  • people perform best when their co actor is slightly superior
  • arousal lessens when a high status group is diluted by adding people who opinions don’t matter to us
  • people who worry most about others’ evaluations are the ones most affected by their presence
  • social facilitation effects are greatest when the others are unfamiliar and hard to keep an eye on.
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14
Q

Possible factors in arousal:
-Evaluation apprehension
L>bind fold study by Cottrell?

A
  • pronunciation of nonsense syllables and well learned easy to pronounce syllables. In this mere presence condition, they blindfolded observers, supposedly in preparation for a perception experiment, In contrast to the effect of the watching audience, the mere presence of these blindfolded people did not boost well practised responses.
  • increase was seen when blindfolds were off
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15
Q

Possible factors in arousal:
- driven by distraction?
L>Sanders, Baron and Moore (1878, 1986)?

A
  • when ppl wonder how co actors are doing or how an audience is reacting they get distracted.
  • arousal does not come from another person but from non human distractions , such as breasts etc.
  • conflict between paying attention to others and paying attention to the task overload cognitive system, causing arousal.
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16
Q

Possible factors in arousal:

- Mere presence?

A
  • mere presence of others produces some arousal even without evaluation apprehension or arousing distraction.
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17
Q

Social facilitation theory produces to predictions?

A
  1. basics of the theory ( presence of others is arousing and that in this social around enhances dominant responses) have been confirmed (2) the theory has brought new life to a long dormant field of research
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18
Q

What is social loafing?

A
  • the tendency for people to exert less effort when they pool their efforts toward a common goal than when they are individually accountable.
    • The group situation decreased evaluation apprehension, increased social loafing
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19
Q

Group members may actually be less motivated when performing what?

A

additive tasks

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20
Q

Social loafing: Do individuals exert less effort in a group?:
-Ingham et al (1974)?

A
  • blindfolded participants who were assigned the first position in the apparatus and told to pull as hard as you can pulled 18 percent harder when they knew they were pulling alone than when they believed that behind them two to five people were also pulling.
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21
Q

When being observed increases evaluation concerns, ___ occurs; when being lost in a crowd decreases evaluation concerns, ___ occurs.

A
  • social facilitation

- social loafing

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22
Q

Free riders?

A
  • people who befit from the group but give little in return
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23
Q

People in a group loaf less when the task is ?

A

challenging, appealing or involving

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24
Q

Groups also loaf less when their members are ?

A
  • friends or are identified with or indispensable to their group
  • *cohesiveness intensifies effort
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25
Q

Social loafing is common when group members work without?

A
  • individual accountability; so it would seem that many hands need not always make light work
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26
Q

Less social loafing occurs when a task is? (5)

A
  • important
  • challenging
  • appealing
  • involving
  • group is cohesive
  • *people may put forth even more effort in a group when the goal is important, reads are significant and team spirit exists.
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27
Q

Are men or women more likely to engage in social lagging?

A
  • men
28
Q

Individualist cultures are more/less likely than members of collectivist cultures to engage in social loafing

A
  • more likely
29
Q

Deindividuation:

-Festinger, Pepitone and Newcomb (1952) ?

A

-they founded the term deindividuated
L> loss of self awareness and evaluation apprehension; occurs in group situations that foster anonymity and draw attention away from the individual
**doing together what we would not do alone, a offs of personal identity that can often occur when being a member of a group.

30
Q

What factors can influence deindividuation?

A
  • group size
  • physical anonymity
  • arousing and distracting activities
31
Q

Factors that influence deindividuation:
- group size ?
L>Mann (1981) suicide analysis?

A

– groups can arouse its members but also render them unidentifiable.A mob enables its members to believe they will not be prosecuted they perceive the action as the groups’.
L> 21 instances of suicides that crowds were present
L> when the crowd was small and exposed to daylight, people usually did not try to bait the person.
L> when the crowd was large and not exposed to daylight, the crowd usually baited and jeered.

32
Q

Factors that influence deindividuation:
-Physical anonymity?
L> Zimbardo (1970)

A
  • dressed women in identical white coats and hoods like KKK. Asked to deliver electric shocks to a woman, they pressed the shock button twice as long as did women who were visible and wearing large name tags.
33
Q

Factors that influence deindividuation:
-Physical anonymity?
L>Diener (1976)?

A
  • at halloween they observed 1352 children trick or treating.
  • children either alone or in groups, approached 1 of 27 homes to take one of the candies by an experimenter and then left the room
  • hidden observers noted what the children do.
  • those in groups were twice as likely to take more candy, also compared too children who had been asked their names and where they lived those left anonymous are also more than twice as likely to transgress.
34
Q

Factors that influence deindividuation:
-Physical anonymity?
L> Millen study?

A
  • linch mobs
  • as they increase in size there is an increase in abuse.
  • *everyone else was doing = excuse by them
35
Q

Factors that influence deindividuation:
-Physical anonymity?
L> the Klan-like outfits worn by zimbardo’s subjects may have encouraged hostility. Explain the similar study that involved nurse outfits.

A
  • women put on nurses’ uniforms before deciding how much shock someone should receive. When those wearing the nurses’ uniforms were made anonymous, they become less aggressive in administering shocks than when their names and personal identifies were stressed.
36
Q

Factors that influence deindividuation:

-Arousing and distracting activities?

A
  • Those made self aware, say by acting in front of a mirror or TV camera, exhibit increased self-control; their actions more clearly reflects their attitudes.
37
Q

What is group polarization?

A
  • group produced enhancement of members preexisting tendencies, a strengthening of the members average tendency, not a split within the group
38
Q

Group polarization refers to the tendency for group discussion to strengthen what?

A
  • the initial leaning of the members of the group

* *if some people are leaning in a certain direction - after group discussion they all/most will be in that direction.

39
Q

Group Polarization:

- is it naturally occurring?

A

yes

40
Q

Group Polarization:

-Explaining it?Two ways!

A
  • informational influence and normative influences
41
Q

Group Polarization:
- Explaining it?
L> Informational influence?

A
  • influence because of supplied knowledge coming from group discussion which reinforce the thinking.
  • arguments can occur in group discussion, strengthening beliefs, active participation–> using own words to make verbal commitment in groups magnifying the impact
  • group is initially homogenous –> leading to isolated groups
42
Q

Group Polarization:
- Explaining it?
L> Normative influence?

A
  • want to be liked. Compare with other people. Pluralistic ignorance - look around to see how other people are responding . Everyone is ignorant to people potentially thinking differently.
43
Q

What is group think?

A
  • the mode of thinking that persons engage in when concurrence seeking becomes so dominant in a cohesive in group that it tends to override realistic appraisal of alternative courses of action.
44
Q

Group think (kathy’s explanation?)

A
  • a way of thinking that can occur in decision making groups when pressure to a free leads to inadequate appraisal of options and poor decisions
  • *Challenger?
45
Q

Group think:

-Antecedents?

A

-typically have a direct leader whom addresses their concerns before group discussion occurs.

46
Q

What are the symptoms of group think? (8)

A
  • an illusion of invulnerability
  • unquestioned belief in the group’s morality(members assume the inherent morality of their group without question to ethical and moral issues)
  • *above = first two symptoms
  • rationalization (group dismisses challenges by justifying their actions)
  • stereotyped view of opponent
  • *above - members become close minded.
  • conformity pressure( members rebuff ppl who raise doubts)
  • self concept (disagreements are uncomfortable - when group is in sync, people withhold disagreements)
  • illusion of unanimity (the above two symptoms create an illusion of togetherness)
  • mindguards (protect members from information that could disrupt group cohesion)
47
Q

Avoiding Groupthink?

A
  • leader should be non direction, be impartial - do not endorse any position
  • encourage critical evaluation, open up the possibility of opposing views in the group
  • occasionally subdivide the group, and the reunite to air differences
  • welcome critiques from outside experts and associates
  • before implementing, call a second chance meeting to air any lingering doubts.
48
Q

Minority influence: The power of the few??

A

-consistency (can cause social movements but may have to work a shit ton).Consistency if they hold their positions and do not falter.
-self confidence: confidence in position leads to persistence
-defections from the majority
L> may encourage doubt, puncturing the illusion anonymity. Prior every one thinks they were on the same page.

49
Q

what is leadership?

A
  • the process by which certain group members motivate and guide the group
50
Q

Define a leader!

A
  • can be natural or voted in

- if voted in, its because we think they will have the most impact

51
Q

Leadership:

- task achievement function?

A
  • increased productivity = team leader
52
Q

Leadership:

- group maintenance function ?

A

-goal is to increase morale

53
Q

Leadership:

- social leaders often have what kind of a style?

A
  • democratic

- delegates authority, welcomes input from team members and prevents group think

54
Q

Leadership:

-task leaders?

A
  • directive style
  • goal oriented, keep the groups attention and effort focused on its mission
  • combination of specific, challenging goals and periodic progress reports helps motivate high achievement
  • can effectively coordinate poorly functioning groups
  • they get the best out of either groups of people
55
Q

Leadership:

- social leadership?

A
  • building teamwork. mediating conflicts and being supportive
  • socioemotional leader!
  • very democratic
  • takes charge of morale issues
56
Q

Approaches to leadership?

A
  • Great person theory

- interactionist approach to leadership

57
Q

Approaches to leadership:

- Great person theory?

A
  • the hypothesis that exceptional leaders possess extraordinary qualities and skills- consistent with the trait approach to leadership (transactional leadership)
58
Q

Approaches to leadership

- Interactionist approach to leadership?

A
  • the perspective that certain kinds of people ar likely to emerge as leaders (or to be effective leaders) under one set of conditions, whereas other kinds of people are likely to merge as leaders ( or to be effective leaders) under a different set of conditions
  • *rare traits match with the right situation yield history making greatness
  • intelligence, morale boosters etc determine this
59
Q

Approaches to leadership:
- Great person theory
L>transactional leaders?

A
  • they focus on getting to know their subordinates and listening carefully. They seek to fulfil the subordinates needs but maintain high expectation for how they perform. They allow people toe press their opinions, both learn from others and receive strong support from their followers.
  • *study in india, taiwan and iran = most effective supervisors in coal mines, banks and gov offices scored high on both task and social leadership
  • *****not as common as transformational leaders
60
Q

Approaches to leadership:
- Interactionist approach to leadership
L> transformational leaders?

A
    • help make a minority view persuasive
  • have self confidence charisma that kindles the alliance of their followers
  • charismatic leaders typically have a compelling vision of some desired state of affairs, an ability to communicate this to others in clear and simple language and enough optimism and faith in their group to inspire others
  • they motivate others to identify with and commit themselves to the groups mission.
  • they are charismatic, energetic, self confident extroverts and articulate heigh standards, inspire people to share their mission and offer personal attention.
61
Q

Minority influence: The power of the few
- consistency
L> Minority slowness effect?

A
  • a tendency for people with minority views to express them less quickly than people in the majority
    **nonconformity, especially when persistent is often painful
  • people that are nonconforming may be disliked by the majority
  • or inspire creative thinking…they take in more information, think about the issue in new ways and often make better decisions
  • persistent minority is influential even if not popular because it becomes the focus of debate
    L> the position supported with the most arguments usually wins. Talkative members are the most influential
62
Q

Minority influence: The power of the few

- self-confidence?

A
  • consistency and persistence convey self confidence
    • any behaviour reported by a minority that conveys self confidence tends to raise self doubts among the majority
  • may prompt the majority to change their opinion
  • especially on matters of opinion not so much fact
  • study has shown that minorities are less effective at persuasion regarding facts than regarding attitude (Maass et al )
63
Q

Minority influence: The power of the few

- defections from the majority?

A
  • persistent minority punctures any illusion of unanimity
    • when a minority consistently doubts the majorities wisdom, majority members become freer to express their own doubts which may even switch to the minority position
64
Q

Minority influence: The power of the few
- defections from the majority
L>John Levine (1989)?

A
  • minority people that defected from the majority was more persuasive than consistent minority voice. Once defection has occurred often others follow
65
Q

Minority influence: The power of the few
- defections from the majority
L>Wolfe and Latane (1985, 1987)?

A
  • same social forces work for both majorities and minorities
  • informational and normative influence fuels both group polarization and minority influence. And if consistency , self confidence and defections form he other side strengthen minority, such variables also strengthen majority.
66
Q

Minority influence: The power of the few
- defections from the majority
L> Levine and Moreland (1985)?

A
  • new comers exert influence through the attention they receive and the group awareness they trigger in the old timers. Established members feel freer to dissent and to exert leadership.