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AC HR 3200 final > Social perception and individual differences > Flashcards

Social perception and individual differences Flashcards

1
Q

What is the social information processing model?

A
  1. Environmental stimuli/ Information
    - Selective attention/awareness
    - “We filter things out”
  2. Interpretation/ Categorization
    - Encoding and simplification
    - “Simplify, understand and organize them neatly”
  3. Memory and retention
    - Storage and retention
    - “How do we store them”
  4. Judgements and decision
    - retrieval and response
    - “What do you do with those information”
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2
Q

What is schemas?

A

Mental image

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3
Q

What are the three types of memory?

A
  • Semantic (for data)
  • Episodic/event (“what you ate last night?)
  • People
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4
Q

Can social cognition can be accurate or inaccurate and biased?

A

Yes

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5
Q

What are different types of biases/effects/errors?

A
  • Fundamental attribution bias
  • Self-serving bias
  • Halo error
  • Pitchfork error
  • Leniency, severity, central tendency error
  • recency and primacy effect
  • Stereotyping
  • Projection
  • Contrast effect
  • Similar to me effect
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6
Q

What is fundamental attribution bias? Also called FA error?

A
  • We tend to make external attribution for others
  • people’s tendency to place an undue emphasis on internal characteristics to explain someone else’s behavior in a given situation, rather than considering external factors.
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7
Q

What is self-serving bias?

A

-internal=success
-external-failure
Ex. “poorly on the test”= world is against me; “good on the test” =I’m smart

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8
Q

What are the halo and pitchfork error?

A

Halo error- you make specific inferences about a person, thing or process based upon a single trait or general impression; Ex. Someone is attractiveness, and you automatically think she is a nice person.
Pitchfork error- opposite of the halo error

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9
Q

What are leniency error, severity error, central tendency error all have in common?

A

They re all errors you can make when you re rating someone or something

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10
Q

How does recency effect and primacy effect works together?

A

You want to be the 1st (primacy) or the last (recency) one, because people have easier time to remember you.
Ex. Interview, first and last candidates has advantages

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11
Q

What is contrast effect?

A
  • enhancement or diminishment, relative to normal, of perception, cognition or related performance as a result of successive (immediately previous) or simultaneous exposure to a stimulus of lesser or greater value in the same dimension
  • Ex. You don’t want to interview before or after a nobel prize winner
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12
Q

What is the attribution theory?

A

An attribution is made as to whether actions and/or behavior(s) resulted from internal factors or external factors. This attribution is based not he consensus, distinctiveness, and consistency of the observed behavior. Can be made for good or poor performance/outcomes
Ex. Good score, internal- I’m smart, external- easy test

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13
Q

What are the three dimensions in Kelley’s Attribution theory?

A

Consensus, distinctiveness, consistency

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14
Q

What is consensus?

A
  • Relates to comparison with other people
  • High: yes, his/her behavior is similar to that of his/her peers
  • Low: his/her behavior is different to that of peers
  • Ex. Your grade vs. average
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15
Q

What is distinctiveness?

A
  • Relates to comparison in other situations
  • High: yes, his/her behavior here is different in other situations
  • Low: no, his/her behavior here is not different in other situations
  • Ex. You math test scores vs. english scores
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16
Q

What is consistency?

A
  • Relates to comparison across time?
  • High: yes, his/her behavior in this situation is consistent over time
  • Low: no, his/her behavior int his situation is not consistent over time.
  • Ex. The exam 3 grade vs. exam 1 and 2 grades in the same class
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17
Q

Attribution= external causes
____ consensus
____ distinctiveness
____ consistency

A

High
High
Low

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18
Q

Attribution= internal causes
____ consensus
____ distinctiveness
____ consistency

A

Low
Low
high

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19
Q

What can be some of the external causes?

A

Task difficulty, environmental influences…

Ex. Hard test, bad teacher

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20
Q

What can be some of the internal causes?

A

Ability, personal characteristics, hard work…

Ex. Didn’t study, studied hard

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21
Q

What is diversity?

A

The individual differences that make people difference from and similar to, each other

  • Do you have or not have a diverse group?
  • Cen tend to focus on differences
  • Easy to find segregation of group within organizations
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22
Q

What is inclusion?

A

The extent the which the vast diversity or organizational members i brought together in a meaningful way to increase success (individual, group and organization)

  • Can you manage diversity well?
  • Recognizes diversity of organizational members, but…
  • Primary fous is on raining those differences together
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23
Q

Organizations increasing focus on _____ vs. simply ____. (diversity, inclusion)

A

Organizations increasing focus on inclusion vs. simply diversity

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24
Q

What are some generational value differences for veterans/traditionalist?

A

Hard work, conservative, more conforming, more loyal to the organization

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25
Q

What are some generational value differences for Boomers

A

Success, achievement, ambition, dislike of authority, loyalty to career

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26
Q

What are some generational value differences for Generation X

A

Work/life balance, team-oriented, dislike of rules, loyalty to relationships

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27
Q

What are some generational value differences for Generation Y/ Millennial

A

Confidence, financial success, self-reliant, loyalty to both self and relationships

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28
Q

What is the model of diversity? (hint. the cooked egg)

A

Egg white- diverse aspects (things that can/should be different)
Egg yok- Core aspects (things that need to be the same

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29
Q

What is IDIC?

A

Infinite diversity infinite combinations

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30
Q

What are the four elements of Core Self Evaluation?

A

Self-efficacy
Self-esteem
Emotional stability
Locus of control

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31
Q

What is self-efficacy?

A

A person’s belief about his/her chances of successfully accomplishing a specific task.
Higher is more successful

32
Q

What is self-esteem?

A

A person’s belief about his/her own self worth

33
Q

What is emotional stability

A

One of the Big 5 personality traits; a person;s tendency to be relaxed, secure, not worry, not experiences negative emotions under pressure

34
Q

What is locus of control?

A

Extent to which someone believes outcomes in their life are influenced largely by external events vs. their own behaviors and actions

35
Q

What are the “Big 5”?

A

Extraversion, agreeableness, conscientiousness, emotional stability, openness to experience

36
Q

Out of the big 5- Extraversion, agreeableness, conscientiousness, emotional stability, openness to experience, which one is most globally related to success?

A

Conscientiousness

37
Q

Characteristics of extraversion?

A

Outgoing, talkative, sociable, assertive

38
Q

Characteristics of agreeableness?

A

Trusting, good natured, cooperative, “softhearted”

39
Q

Characteristics of conscientiousness?

A

Dependable, responsible, persistent, achievement-oriented

40
Q

Characteristics of emotional stability?

A

relaxed, secure, unworried

41
Q

Characteristics of openness to experience?

A

Intellectual, imaginative, curious, broad-mined

42
Q

Emotional intelligence is ____ as____ as leadership, and more _____ than IQ.

A

Emotional intelligence is twice as important as leadership, and more important than IQ.

43
Q

What are two types of competences of EQ?

A
  • Personal competence (Self-awareness and self-management)

- Social competence (Social awareness and relationship management)

44
Q

Examples of self awareness and self management?

A

Self Awareness- emotional self awareness, accurate self assessment, and self confidence/
Self management- Emotional self control, transparency, adaptability, achievement, initiative, and optimism

45
Q

Maples of social awareness and relationship management?

A

Social awareness- empathy, organizational awareness, and service.
Relationship management- inspirational leadership, influence, developing others, being a catalyst for change, conflict management, building bonds/relationships, teamwork and collaboration.

46
Q

What is emotional contagion?

A
  • It happens quickly and typically without your immediate awareness
  • The closer your relationship, the more likely you are to catch emotions
  • Extraverts tend to project emotions more powerfully; introverts tend to be more susceptible to emotions of others
47
Q

How can you manage or control emotional contagion?

A
  • Pay attention to how you feel around different people
  • Be more aware of how you respond and fell in different situations
  • Ask yourself if your feelings originated from within you or form someone else
48
Q

Myers-Briggs Type Indicator (MBTI)

A
  • Describes rather than prescribes
  • Describes preferences, not skills or abilities
  • Says that all preferences are equally important
  • Is well documented and researched with hundreds of scientific studies conducted over a 50-year period
  • Has a user’s organization devoted to its continued research and development
  • Is probably the most commonly used and well-known of all personality assessments
49
Q

What are the four personality dimensions of the MBTI?

A
  • Extraversion vs. Introversion
  • Sensing vs. Intuition
  • Thinking vs. feeling
  • Judgement vs. perception
50
Q

Extraversion vs. Introversion

A

-How a person is energized
-“Where does your energy come from? Self or others?
E: Draws energy from the outside world of people, activities and things.
I: Draws energy from one’s internal world of ideas, emotions and expressions

51
Q

Sensing vs. intuition

A

-What a person pays attention to?
-“What do you pay attention to?”
S: Takes in info through the five senses and notices that is “actual”
N: Takes in info through a sixth sense”/ intuition and notes what “might be”

52
Q

Thinking vs. feeling

A

-How a person decides?
-“How do you decide?”
T: Organizes and structures info to make decisions in a logical, objective manner(the head)
F: Organizes and structures info to make decisions in a personal, value-oriented manner(the heart)

53
Q

Judgement vs. perception

A

-The life style a person adopts
-Ex. travel, P- go with the flow; J- plan everything
J: Lives a planned and organized life
P: Lived a spontaneous and flexible life

54
Q

Social style model

A
  • Is a meaningful and simple model of interpersonal effectiveness
  • Is relevant for all levels in an organization, and all kinds of organizations
  • Can help identify ways to improve relationships
  • Provides a nice framework for effective development discussions
55
Q

What are the three primary dimensions of the social styles model?

A
  • Assertiveness
  • Expressiveness
  • Versatility/Adaptability
56
Q

What is assertiveness?

A

Degree to which one is perceived as attempting to influence the thoughts and actions of others. Its descriptive. X-axis

57
Q

What is expressiveness?

A

Degree to which one is perceived as expressing feelings which interacting with others? Its descriptive. Y-axis

58
Q

What is Versatility/adaptability?

A

Degree to which one is able to flex their style or adapt other styles. More is better. Its prescriptive. Z-axis

59
Q

What are the four distinct social styles?

A

Driver
Expressive
Amiable
Analytical

60
Q

Which is the best style? and What is the key to success?

A

There is NO best styles, high versatility is the key to success.

61
Q

Pros and cons of Analytical

A

Pro- Industrious, persistent, serious, exacting, orderly

Cons- Critical, indecisive, stuffy, picky, moralistic

62
Q

Pros and cons of Amiable

A

Pro-supportive, respectful, willing, dependable, agreeable

Con-conforming, unsure, pliable, dependent, awkward

63
Q

Pros and cons of Expressive

A

Pro-Ambitious, stimulating, enthusiastic, dramatic, friendly
Con- Manipulative, excitable, undisciplined, reacting, egotistical

64
Q

Pros and cons of Driver

A

Pro- Strong-willed, independent, practical, decisive, efficient
Con- Pushy, server tough, dominating, harsh

65
Q

Characteristics of Analytical style?

A
  • Slower paced
  • Focused on details
  • Serious, formal
  • Logical, prudent
  • Systematic through
66
Q

Characteristics of Driver style?

A
  • Faster paced
  • focused on goals
  • Independent, candid
  • Decisive, pragmatic
  • Active, forceful
67
Q

Characteristics of Amiable style?

A
  • Slower paced
  • focused on people
  • diplomatic, patient
  • causal, informal
68
Q

Characteristics of Expressive style?

A
  • Faster paced
  • Focused on ideas
  • Outgoing, enthusiastic
  • persuasive, dramatic
69
Q

Verbal/non-verbal behaviors of Analytical?

A
  • Leans back
  • Little facial expression
  • Limited eye contact
  • Limited gestures
  • Facts/data focused
70
Q

Verbal/non-verbal behaviors of Amiable?

A
  • Leans back
  • Some facial expressions
  • Good eye contact
  • People subjects
  • Fewer statemnts
71
Q

Verbal/non-verbal behaviors of Driver?

A
  • Leans forward
  • little facial expression
  • Intense eye contact
  • Deliberate movements
  • More/task statements
72
Q

Verbal/non-verbal behaviors of Expressive?

A
  • Leans forward
  • Lots of facial expression
  • Good eye contact
  • Lots of gestures
  • Stories/opinionated
73
Q

Needs, orientations, and “backup behavior” of Analytical

A

Need to be right
Thinking oriented
BU Behavior: withdrawing
Flex challenge: deciding

74
Q

Needs, orientations, and “backup behavior” of Amiable

A

Need to have personal security
Relationships oriented
BU behavior: Acquiescence
Flex challenge: asserting

75
Q

Needs, orientations, and “backup behavior” of Driver

A

Need to get results
Action orientation
BU behavior: Autocratic
Flex challenge: listening

76
Q

Needs, orientations, and “backup behavior” of Expressive

A

Need to have personal approval
Spontaneity oriented
BU behavior: attacking
Flex challenge: restraint

AC HR 3200 final (5 decks)

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