Social Flashcards
Social comparison theory (Festinger)
In uncertain situations, people compare themselves to others for information about their own feelings/attributes
mere exposure effect (Baumeister)
People like things they encounter repeatedly, unless the initial response is strongly negative
Byrne’s law of attraction
Similarity breeds attraction because validation of views is reinforcing
Pratfall effect
Making a mistake increases the attractiveness of competent people, but decreases attractiveness of mediocre people
Gain-loss effect
In the reciprocity effect, attitude change increases valence (ie, someone didn’t like me and now they do, I like them more than if they’d liked me all along. Also reverse: Used to like me and now doesn’t, I dislike them more than if they always disliked me)
Generalized vs dyadic reciprocity
Generalized – “likers are more likable” (people who like everyone)
Dyadic – specific pairs of people who like each other
Berscheid’s emotion in relationships model
Strong emotions occur when one partner interrupts the couple’s usual routine through unexpected behavior. This occurs less often in long-established relationships
What determines behavioral intention in the theory of planned behavior?
the person’s attitude, subjective norms (what others think), and confidence in ability (perceived behavioral control)
Prototype/Willingness model of behavior
People have a prototype (social image) of those who engage in a behavior, and when it’s positive, the person is more willing to engage in the behavior in social situations.
Central Route Persuasion (Elaboration Likelihood model)
Direct evaluation of material. More likely used if it’s relevant and the person is in a neutral or bad mood. Resulting attitude change is more enduring
Peripheral route persuasion
Automatic evaluation of material, occurs when it’s not perceived as important or is in a good mood. Attitude change is weak and temporary.
Social Judgement Theory
Persuasiveness is based on similarity to a person’s existing attitude. The higher ‘ego-involvement’ with the issue, the threshold for rejection becomes lower (expressed as latitutes of acceptance, rejection, and non-commitment)
Balance theory
People are motivated for consistency in attitudes (eg, attitude toward a person based on having the same attitudes toward a topic). Sometimes called P O X theory (person, other person, object/event.
Festingers justification effect is associated with what theory/phenomenon
Cognitive dissonance
Self-perception theory (Bem)
People learn about themselves by observing their own behavior. Eg in the overjustification effect.
Actor Observer effect
Tendency to make situational attributions of our own behavior and dispositional attributions to others’ behavior
Ultimate Attribution Error
Factor in prejudice: behavioral attribution (situational v dispositional) by ingroup/outgroup interaction. (Negative – outgroup – dispositional, Positive-outgroup-situational)
Group attribution error
Assumption of group homogeneity in attributes or views.
Kelly’s Covariation Model (Consensus, Consistency, Distinctiveness)
People make external vs internal attributions based on whether others would do the same, the person has acted this way before, and whether they act differently in other situations.
when consensus is low, consistency is high, and distinctiveness is low, people are likely to make an internal attribution.
Self-verification theory (Swann)
Confirmation bias applied to self-concept (seek out information that confirms it, positive or negative)
Counterfactual thinking
Tendency to imagine alternative outcomes which did not occur
Representativeness heuristic
Making judgements based on similarity to a prototype (mental image of a category) ignoring base rate information.
Availability heuristic
Judging frequency of an event by how easy it is to recall examples (eg plane crashes are uncommon but memorable)
Anchoring and adjustment heuristic
Estimate value based on a set comparison, eg an item that’s discounted in price seems cheap even if it’s still not a good deal.
Social facilitation/inhibition
The presence of others improves our performance on well learned tasks and impairs performance on newer/harder tasks due to physiological arousal
Minority influence on group (effectiveness and results)
Most effective when the minority is consistent without seeming rigid/dogmatic. It’s more likely than majority influence to result in legitimate conversion (vs compliance – public acceptance)
Disjunctive group tasks
Members choose the best solution based on propositions from each member (typically proposed by the most competent member)
Conjunctive group tasks
Everyone contributes a part, so group performance is limited by least capable member (eg relay race)
Alpha and Omega persuasion strategies
Alpha: Overcome resistance through approach factors (change is positive). Omega: Overcome resistance by decreasing avoidance (eg counterarguments to concerns)
Sleeper effect
Over time, people tend to remember information but forget it’s source (therefore credibility of the source becomes less influential)
When is fear an effective means of persuasion
When fear is high, includes an efficacy message (this change is possible and effective), and describe the risk of consequences is change is not made.
What is the difference between informational and normative influence, and how do they affect acceptance of the proposition?
Informational: Believe they know more. Genuine acceptance.
Normative: Believe they will judge you. Conformity without acceptance.
Pluralistic Ignorance
Mistaken belief that your attitude/knowledge is different from the majority, so you defer to others (eg others aren’t doing anything so its not an emergency)
Realistic Conflict Theory (of prejudice)
Prejudice arises from competition for resources
Social Identity Theory (of prejudice)
In-group liking boosts self esteem, but can also breed outgroup hate
4 Criteria for effectiveness of contact hypothesis (Allport) for reducing group tension
Contact between groups must include: equal status, superordinant goals, no competition, contact is sanctioned by authority
Symbollic Racism
Denial of inequity/racism, attribution of lower status to lack of work, view that affirmative action is unfair.
Aversive Racism
Denial of inequity/racism, negative attitudes (often acquired in early life), avoid contact, only discriminatory when there’s a more acceptable excuse
Ambivalent Racism
Conflicting attitudes within individual lead to tension, seek to reduce tension by amplifying one of the attitudes
