Revision Flashcards
What is a group
A group is two or more people who are connected and are interdependent In the sense that their needs and goals cause them to influence each other
Types of groups
Primary: sMall long term group
Secondary / social: small group interacting over extended period of time
Collectives: large group displaying similarities in actions and outlooks
Categories: large group sharing common attribute or otherwise related
Measurements
Observation: interaction process Analysis
Self report: sociometry
Ostracism
Definiton
Consequences
Methods
Consequences of ostracism
The temporal need threat model of ostracism:
Reflexive stage - pain
Reflective stage 1 appraisal and Coping
Resignation stage - alienation and depression
Ostracism example s
O train - ostracised target and included target
Cyberball: included vs ostracised
When do people seek affiliation?
When under stress / anxiety people seek affiliation for emotional support
When under uncertainty people seek affiliation for informational
When do people seek solitude
People seek solitude when they feel ostracised. In solitude they tend to lick ones wound
People seek solitude when they feel smothered. In solitude they rejuvenate
Social facillition route
Coactive or evaluative presence of others > arousal > likelihood of dominant response > performance on difficult poorly learned tasks and performance on easy well learned tasks
Why social facilitation occurs
Compressence - zajonic
Evaluation apprehension - cottrel
Distraction conflict - baron
Ringlemann effect and social loafing
Ringlemann studying men to understand oxen.
Latane Williams did coin term “social loafing” experiment in potential for coordination loss and noise production.
Conformity
Sheriff example for conformity
Conformity asch
Asch study of mine and people more likely to give wrong result if group say it’s right even tho they think it may be a diff answer
Obedience
Milligram study of giving people electric shocks
Meta analyses correlations of effectiveness of leaders
Showed emergence leaders are not always effective.
Openness and extroversion were most effective. Then emotion stability then agreeableness and then conscientiousness
Eagly et all study
Women more democratic and participatieve style
Men more autocratic of directive stuken
Women exceeds men is more effective but where men exceed women not as affective
Intragroup conflict
Commitment / entrapment Misperception of motives Influence techniques Reciprocity Coalitions Emotions
Two strategies to bridge the political divide
Egocentric arguments + exclusion >
Morally reframed arguments + inclusion
Poor group decision making: group polarisation
If someone gives 10,20,30 you’re more likely to give 40
Group think
Direct pressure on dissenters to conform
Illusion of unanimity
Illusion of invulnerability
Close minded
Stereotypes views of outgroup
Inergroup relations
To save time we exaggerate the average difference between groups
We also will exaggerate the similarity within groups
The stereotype content model
Based on competence and warmth
Low competence and high warmth is paternalistic stereotype (low status, not competitive like housewives elderly people)
Low competence low warmth is contemptuous stereotype (low status, competitive like welfare recipients, poor people)
High competence high warmth is admiration (high status, not competitive eg ingroup, close allies)
High competence low warmth is envious stereotype (high status, competitive) eg Asians, Jews, rich people, feminists
Dyads vs groups
Moreland aka group guy
Dyads are mode ephemeral than groups
Stronger emotions in dyads than in groups
Dyads are simpler than groups
Research in these two areas is carried out almost independently
Williams (aka ships guy)
Dyads are groups of two
Operate under same principles as groups of three or more
A plethora of group phenomena can be studied with dyads
The investment model of commitment
Satisfaction, quality of alternatives, investments, subjective norms
Group development
Orientation Conflict Structure Performance Dissolution
Group development: orientation (forming)
Exchange of personal/ background info, uncertainty, tentative communication
Group development: conflict (storming)
Dissatisfaction, disagreement, challenges to leader and procedures , cliques form
Group development: structure (norming)
Cohesiveness, agreement on procedures, standards and roles, contemplation, improves communication
Group development: performance
Concentrate on work being done, decision making, cooperation
Group development: dissolution
Departure, withdrawel, regret
Types of observations
observations: watching and recording what you see within individual and the group
Participant observation: join the group while observing can intefere
Overt observation: participants know they are being watched
Hawthorns wffect: behave differently when being watched
Covert observation: do not know being watched d
Interaction process analysis
Classifying each observed behaviour into 12 groups
Self report meausres
An assessment method that aka respondents their feelings attitudes or beliefs
Sociometry
A method of measuring the relationships among members of a group and summarising them with a growth by asking group members one or more questions about the other members
Socio gram
Gepqgiic representation of the social status / likability / relationship of members in a group
Bona fide group
Groups that are found in everyday natural context
Reference group
Groups that provide guidelines and standards for evaluating themselves their attitudes and beliefs
Social capital
How well connected to other people a person is
Fight or flight
Physiological and psychological response to stressful events characterised by the activation of the sympathetic nervous system
Individualism
A tradition or worldview based on the independence and uniqueness of each individual
Collectivism
Puts the group and it’s goals before the individual members
Norm of reciprocity
You scratch my back I’ll scratch yours
Equity norm
You get what you put in
Allocentrkc
Attention on others rather than self
Stereotype threat
Anxiety provoking belief that Others perceptions and evaluations will be influenced by their negative stereotypes
Elaboration principle
Inclusion by association
Homophily
Individuals gravitate towards one another based on similarity then become a group
Interchange compatibility
Group members get along based on similir needs for inclusion, control and affection
Cognitive dissonance
An adverse psychological state that occurs when an individual simultaneously holds two conflicting cognitions
Five stages of group development
Forming - getting to know each other; awkward tense communication
Storming - conflict occurs as disagreements over differences rise
Norming- creation of norms and expectation sas group becomes more united and cohesive
Performing - doing the task for which the group was created for
Adjourning - completion of task and termination of roles
What did Triplett study
Social facilitation study - found that people work more efficiently when other people are present
What is compresence
Compresence is described the state of responding in the presence of other S
Ringlemann effect
Adopted by max ringlemann, for people to become less productive when they work with others; this loss of efficiency increases as group size increases, but at a gradually decreasing rate
Free riding
Contributing less to a collective task when one believes that other group members will compensate for this lack of effort t
Sucker effect
The tendency for individuals to contribute less to a group endeavour when they expect that others will think negatively of someone who works too hard or contributes too much
Risky shift
Tendency for groups to make riskier decisions than individuals
Group
Polarisation
The tendency for members of a deliberating group to move to a more extreme position, with the direction of the shift determined by the majority or average of the members predeliveration preferences
Occurring patterns that occur in groupthink situations
Over estimation of the group, closed mindedness
Pressures towards uniformity
Illusion of invulnerability
Feelings of assurance and confidence engulfed the group
Group think causes
Cohesiveness
Structural faults of the group
Provocative situational factors
