Exam 3 Study Guide Flashcards
Stereotypes
Beliefs about the attributes of a group of people
- positive, negative, or neutral
- over generalization (always exceptions)
- resistant to change (confirmation bias)
- used to justify unfair/unethical practices
The COGNITIVE component
If we meet non-steoerotypical group members
Subtyping- create a category for exceptions
Subtyping-
If we meet non-steoerotypical group members
-create a category for exceptions
Prejudice
An unjust negative attitude toward a distinguishable group of people, based solely on their membership in that group
-negative
The AFFECTIVE component
Not always explicitly negative (benevolent sexism)
-positive view, that could still be demeaning
-can be about power (keep below power they should have)
Benevolent sexism
Prejudice
Not always explicitly negative
Women good at cooking
Discrimination
Unjustified negative behavior toward a group or it’s members
The BEHAVIORAL component
Racism
An individual’s prejudicial attitudes and discriminatory behavior toward people of a given race
- also institutional practices (even if not motivated by prejudice) that subordinate people of a given race
- similar definitions for sexism
Modern racism
A more subtle form of racism; more socially acceptable
- believe it is wrong to be prejudice
- believe racism no longer exists
- believe that certain groups have been pushing too hard for equal rights
- believe that the government has give certain groups too much preferential treatment
Causes of prejudice
Realistic group conflict
-Prejudice and discrimination are likely to arise when groups compete for limited resources
Socialization
-direct observation of others
In-group Bias
-tendency to favor one’s own group
Minimal Group Paradigm
-create groups that have no social reality (randomly place people in groups)
Outgroup Homogeneity Effect
-perception of out-group members as being more similar to one another than in-group members
Just-World Beliefs
-belief that the world is just and that people get what they deserve
Realistic group conflict
Cause of prejudice
Prejudice and discrimination are likely to arise when groups compete for limited resources
- an economic explanation for prejudice and discrimination
- example: working class Americans showed most anti-black prejudice following the civil rights movement (competition for jobs)
- example: Israelis and Palestinians (competition for land)
Socialization
Cause of prejudice
Direct observation of others
Media
- place people in stereotypical roles
- certain groups are under-represented
- “faceism” in print media, 2/3 of the avg male photo was devoted to face; less than 1/2 of female photo ads devoted to face
- > face focus- more intelligent, more ambitious
Study: 1989
42 yrs cartoons, only ONE with black in it when topic not race
Institutions
Crayons- flesh colored (pinkish white); Indian red
In-group Bias
Cause of prejudice
Tendency to favor one’s own group
In-goup
- “us” - a group who shares a sense of belonging and a feeling of common identity
- example: UCR students, Californians
Out-group
- “them” - a group perceived as distinctly different are apart from the in-group
- example: USC students, Southerners
Minimal Group Paradigm
Cause of prejudice (In-group Bias)
Create groups that have no social reality (randomly place people in groups)
Klee & Kandinsky study
- students asked which abstract painting they preferred
- asled to allocate money to other participants (only info given was painting preference)
- showed in-group boas and gave more money to those who liked the same painting they did
Classic examples of minimal group paradigm
Stanford prison study
-randomly assigned participants to be either prisoners or guards
-intended to run row 2 weeks, reality 6 days
-“guards” -> sadistic
-“prisoners” -> depressed, extreme stress
-implications:
->everyone chosen randomly
->split into groups
->given labels (cause by situation)
Outgroup Homogeneity Effect
Cause of prejudice
Perception of out-group members as being more similar to one another than in-group members
Own-race Bias
-better at identifying own race (false positives for out group)
Line-up studies
- own race bias
- identify their race first when out-group
- focus more on features when in-group
Just-World Beliefs
Cause of prejudice
Belief that the world is just and that people get what they deserve
Carli and colleagues (1989, 1999)
Date scenario study
-description changes of date after wine (happy ending- proposal; bad ending)
-say both are predictable and believable (blamed woman for her behavior in bad ending)
[Derogating the victim]
Effects of Prejudice
Sociofunctional Approach to prejudice
-the consequences of prejudice vary depending on reactions to the group
Self-fulfilling Prophecies
-because of what we expect, act a certain way that creates the expected result out of the other
Stereotype Threat
-a disruptive concern, when facing a negative stereotype, that one will verify the negative stereotype
Sociofunctional Approach to prejudice
Effects of Prejudice
The consequences of prejudice vary depending on reactions to the group
Emotional reactions to certain groups predict specific prejudice and discrimination behaviors anger -> aggression disgust -> avoidance/resistance fear -> escape pity -> prosocial behavior envy -> theft guilt -> reconciliation
Self-fulfilling Prophecies
Effects of Prejudice
Word, Zanna, & Cooper (1974) Interview study
Part 1
-white Ps interviewed RAs posing as White and Black job applicants
->black applicant: sat further away, ended interview sooner, more speech errors by interviewer
Part 2
- trained RAs conducted interview in “White style” (good interviewer) or “Black style” (bad interviewer)
- > all White applicants; other people rated performance on video
- > “Black” interview style = applicants performed objectively worse
Stereotype Threat
Effects of Prejudice
A disruptive concern, when facing a negative stereotype, that one will verify the negative stereotype
(Distracted because worried about fulfilling)
Spencer & Steele (1995)- Women and math tests
When in room with men, performed worse when labeled as “math test” (reminded of stereotype)
(objectively equally good)
Study with Asian women (positive stereotype)
- working self-concept: reminded by questions (either ethnicity or gender)
- did worse when reminded women as opposed to control
- when reminded Asian, did better than control
Reduce Prejudice
Contact Hypothesis
-contact between members of different groups leads to more positive intergroup attitudes
Equal Status
-contact must be with people of EQUAL STATUS; best if FRIENDSHIPS form
Cooperation
- sometimes more than contact is required
- > Superordinate goals- shared goals that require cooperative effort
- > Shared threats
Contact Hypothesis
Reducing prejudice
*Equal status
Contact between members of different groups leads to more positive intergroup attitudes
Equal Status
Reducing prejudice
Contact must be with people of EQUAL STATUS; best if FRIENDSHIPS form
