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Group Dynamics > Revision > Flashcards

Revision Flashcards

1
Q

What is a group

A

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

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2
Q

Types of groups

A

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

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3
Q

Measurements

A

Observation: interaction process Analysis

Self report: sociometry

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4
Q

Ostracism

A

Definiton
Consequences
Methods

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5
Q

Consequences of ostracism

A

The temporal need threat model of ostracism:

Reflexive stage - pain
Reflective stage 1 appraisal and Coping
Resignation stage - alienation and depression

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6
Q

Ostracism example s

A

O train - ostracised target and included target

Cyberball: included vs ostracised

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7
Q

When do people seek affiliation?

A

When under stress / anxiety people seek affiliation for emotional support

When under uncertainty people seek affiliation for informational

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8
Q

When do people seek solitude

A

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

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9
Q

Social facillition route

A

Coactive or evaluative presence of others > arousal > likelihood of dominant response > performance on difficult poorly learned tasks and performance on easy well learned tasks

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10
Q

Why social facilitation occurs

A

Compressence - zajonic
Evaluation apprehension - cottrel
Distraction conflict - baron

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11
Q

Ringlemann effect and social loafing

A

Ringlemann studying men to understand oxen.

Latane Williams did coin term “social loafing” experiment in potential for coordination loss and noise production.

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12
Q

Conformity

A

Sheriff example for conformity

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13
Q

Conformity asch

A

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

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14
Q

Obedience

A

Milligram study of giving people electric shocks

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15
Q

Meta analyses correlations of effectiveness of leaders

A

Showed emergence leaders are not always effective.

Openness and extroversion were most effective. Then emotion stability then agreeableness and then conscientiousness

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16
Q

Eagly et all study

A

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

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17
Q

Intragroup conflict

A 
Commitment / entrapment 
Misperception of motives 
Influence techniques 
Reciprocity 
Coalitions
Emotions
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18
Q

Two strategies to bridge the political divide

A

Egocentric arguments + exclusion >

Morally reframed arguments + inclusion

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19
Q

Poor group decision making: group polarisation

A

If someone gives 10,20,30 you’re more likely to give 40

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20
Q

Group think

A

Direct pressure on dissenters to conform

Illusion of unanimity

Illusion of invulnerability

Close minded

Stereotypes views of outgroup

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21
Q

Inergroup relations

A

To save time we exaggerate the average difference between groups

We also will exaggerate the similarity within groups

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22
Q

The stereotype content model

A

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

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23
Q

Dyads vs groups

A

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

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24
Q

The investment model of commitment

A

Satisfaction, quality of alternatives, investments, subjective norms

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25
Q

Group development

A 
Orientation
Conflict 
Structure 
Performance
Dissolution
26
Q

Group development: orientation (forming)

A

Exchange of personal/ background info, uncertainty, tentative communication

27
Q

Group development: conflict (storming)

A

Dissatisfaction, disagreement, challenges to leader and procedures , cliques form

28
Q

Group development: structure (norming)

A

Cohesiveness, agreement on procedures, standards and roles, contemplation, improves communication

29
Q

Group development: performance

A

Concentrate on work being done, decision making, cooperation

30
Q

Group development: dissolution

A

Departure, withdrawel, regret

31
Q

Types of observations

A

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

32
Q

Interaction process analysis

A

Classifying each observed behaviour into 12 groups

33
Q

Self report meausres

A

An assessment method that aka respondents their feelings attitudes or beliefs

34
Q

Sociometry

A

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

35
Q

Socio gram

A

Gepqgiic representation of the social status / likability / relationship of members in a group

36
Q

Bona fide group

A

Groups that are found in everyday natural context

37
Q

Reference group

A

Groups that provide guidelines and standards for evaluating themselves their attitudes and beliefs

38
Q

Social capital

A

How well connected to other people a person is

39
Q

Fight or flight

A

Physiological and psychological response to stressful events characterised by the activation of the sympathetic nervous system

40
Q

Individualism

A

A tradition or worldview based on the independence and uniqueness of each individual

41
Q

Collectivism

A

Puts the group and it’s goals before the individual members

42
Q

Norm of reciprocity

A

You scratch my back I’ll scratch yours

43
Q

Equity norm

A

You get what you put in

44
Q

Allocentrkc

A

Attention on others rather than self

45
Q

Stereotype threat

A

Anxiety provoking belief that Others perceptions and evaluations will be influenced by their negative stereotypes

46
Q

Elaboration principle

A

Inclusion by association

47
Q

Homophily

A

Individuals gravitate towards one another based on similarity then become a group

48
Q

Interchange compatibility

A

Group members get along based on similir needs for inclusion, control and affection

49
Q

Cognitive dissonance

A

An adverse psychological state that occurs when an individual simultaneously holds two conflicting cognitions

50
Q

Five stages of group development

A

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

51
Q

What did Triplett study

A

Social facilitation study - found that people work more efficiently when other people are present

52
Q

What is compresence

A

Compresence is described the state of responding in the presence of other S

53
Q

Ringlemann effect

A

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

54
Q

Free riding

A

Contributing less to a collective task when one believes that other group members will compensate for this lack of effort t

55
Q

Sucker effect

A

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

56
Q

Risky shift

A

Tendency for groups to make riskier decisions than individuals

57
Q

Group

Polarisation

A

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

58
Q

Occurring patterns that occur in groupthink situations

A

Over estimation of the group, closed mindedness

Pressures towards uniformity

59
Q

Illusion of invulnerability

A

Feelings of assurance and confidence engulfed the group

60
Q

Group think causes

A

Cohesiveness
Structural faults of the group
Provocative situational factors

Group Dynamics (5 decks)

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