Chapter 9 Flashcards
diff types of prejudice and their acceptance
Some forms, such as racial prejudice, are socially proscribed, whereas other forms, such as anti-gay prejudice, are more socially permissible. The same principle applies to discrimination. For example, David Schneider (2004) noted the following forms of socially acceptable discrimination:
Microaggressions
are small-scale, everyday verbal and nonverbal behaviors that demean other social groups or individual members of those groups. For example, put yourself in place of Bruce Jacobs, whose experience is quoted at the beginning of this chapter: You are neatly dressed and sitting quietly, yet people are actively avoiding you. How would you feel?
good chart like the one in ur notes- pg 386
kk
Covert discrimination is common outside of the workplace as well, including in the housing market. In the United States, housing discrimination is prohibited by the Fair Housing Act of 1988; however,
such unfair practices are difficult to document
In essence, internally motivated people act in a nonprejudiced way because
it is personally important to them to do so; externally motivated people act in nonprejudiced ways to avoid negative reactions from other people.
however, what did patrick forscher find
Patrick Forscher and colleagues (2015) observed that some people express prejudice and engage in discriminatory behavior despite anti-prejudice norms
thus, people’s negative views may “leak out” through their nonverbal behavior even though
they are able to control other behaviors.
prej in younger vs older ppl
Older people tend to display higher levels of both explicit and implicit prejudice than younger people
How do people who are otherwise motivated to control their prejudices react when they realize they have made a prejudiced response?
pg 398 good exp
However, discriminatory behavior does not always have a negative effect on people’s self-images. For example,
Cicero Pereira, José Álvaro, and Jorge Vala (2018) found that Brazilians who had been led to believe that they had discriminated against immigrants did not experience a decrement in self-image if they thought that their behavior had been a response to immigrants’ being a cultural or economic threat to their country. Therefore, being able to justify a prejudiced response can offset any negative effects the response might have on a person’s self-image.
ppl may do what to their resume
whiten it- p 400 Sonia Kang and colleagues (2016) noted media reports of minority group job applicants “whitening” their résumés by using techniques such as omitting membership in minority-oriented organizations. They conducted three studies to examine the prevalence and effectiveness of this practice. The participants in the first two studies were African American and Asian American university students who were actively seeking employment. The results of these studies showed that about one-third of the students used one or more whitening techniques when composing their résumés. These techniques included
changing one’s first name to one that sounded more White;
omitting membership in ethnic-related organizations such as the Society for Black Engineers; and
including membership in predominantly White organizations.
for instance, Black research participants who worked with a prejudiced White partner were 30 percent less productive than those who worked with an unprejudiced White partner (Dovidio et al., 2001). In contrast, minority employees who perceive a positive workplace diversity climate are more
psychologically involved with their work and perform at a higher level
The relative position of one’s ethnic group within an organization constitutes the “sticky floor”
—one to which individual opportunity for authority “adheres.” If one’s ethnic group dominates only entry-level jobs within an organization, then one’s authority chances will be restricted largely to supervising entry-level workers. If one’s ethnic group dominates higher-level positions, then one’s authority chances will increase accordingly.
The top section of Figure 9.2 illustrates this process. Janet and Jason work for the same manager and perform at the same level. However, because their manager has lower expectations for female employees (that is, the female standards are shifted to the left of the male standards in this example), the same level of performance results in a
higher rating for Janet than for Jason.
The bottom section of Figure 9.2 provides a hypothetical example of how shifting standards can influence the interpretation of performance ratings. In this example, their manager gives both Jerry, who is White, and Jamal, who is Black, a (very good) rating of 4 on a 5-point scale. But their manager has, probably unconsciously, rated Jamal and Jerry relative to the expectations he has for the performance of Black and White employees. That is, he saw Jamal’s performance as “very good for a Black employee” and Jerry’s as “very good for a White employee.” However,The bottom section of Figure 9.2 provides a hypothetical example of how shifting standards can influence the interpretation of performance ratings. In this example, their manager gives both Jerry, who is White, and Jamal, who is Black, a (very good) rating of 4 on a 5-point scale. But their manager has, probably unconsciously, rated Jamal and Jerry relative to the expectations he has for the performance of Black and White employees. That is, he saw Jamal’s performance as “very good for a Black employee” and Jerry’s as “very good for a White employee.” However
, because of the different standards used for rating Black and White performance, Jamal actually scores lower on an objective common scale that takes both race-based scales into account. It is the objective common scale, not the race-based subjective scales, that determines the distribution of organizational rewards such as promotions and pay raises (
