week 11 Flashcards

1
Q

conformity

A

yielding (zich overgeven) to real or imagined social pressure

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2
Q

Compliance

A

Yielding (zich overgeven) to social pressure in one’s public behavior, even thougf one’s private beliefs may not have changed.

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3
Q

Obedience

A

A form of compliance that occurs when people follow direct commands, usually from someone of authority.

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4
Q

Asch experiment on conformity

A

met die twee lijnen. de groep gaat zeggen dat de ene lijn hetzelfde is als de andere lijn (terwijl dat duidelijk niet zo is), uiteindelijk gingen 36,8 procent van de participanten mee in dat foute antwoord

–>
Higher conformity
* larger majority
* greater proportion of female participants
* ingroup majority
* higher in collectivistic countries

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5
Q

Milgram experiment on obedience

A
  • Cover story: study the effects of
    punishment on learning
  • Teacher (T- the research participant)
    shocks another person (L-learner)
    (actually a confederate) if wrong or no
    response. Experimenter (E) in the lab.
  • “Slight Shock” to “DANGER: Severe
    Shock,”
  • 65% of the participants administered
    the most severe levels of shock

–>
Obedience from 16% in Australia to 92% in the Netherlands
* Might be cultural differences
but also other differences in design

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6
Q

Cooperation

A

People’s ability to work together toward common goals
* Based on unique cognitive abilities

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7
Q

Social-mindedness

A

small acts of interpersonal kindness such as stepping aside on a sidewalk

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8
Q

Person perception

A

the process of forming impressions of others

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9
Q

infrahumanization

A

=belief that others lack human qualities.

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10
Q

attributions

A

=beliefs about the underlying causes of behavior

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11
Q

Internal attributions

A

attributions that specify the cause of behavior within a person;
dispositional attributions

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12
Q

External attributions

A

=locate the cause of behavior outside a person (other people, nature, God);
situational attributions

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13
Q

Fundamental attribution error

A

The tendency people have to overemphasize personal
characteristics and ignore situational factors in judging others’ behavior (universal, correspondence bias)

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14
Q

Self-serving bias

A

=people tend to attribute good deeds and successes to their own internal
attributes, but attribute bad deeds to external factors (universal)

Individualism/collectivism cannot account for cultural differences in self-serving bias, but religious backgrounds and dialectal thinking may be more important variables in explaining
cultural differences

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15
Q

Mate poaching

A

attracting someone who is already in a relationship

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16
Q

Ingroups

A

: Individuals with a history of shared experiences and anticipatory future.
- Produce a sense of intimacy, familiarity and trust.

17
Q

Outgroups

A

People who lack in ingroup qualities
- Perceptions of outgroups is associated with infrahumanization.

18
Q

Autostereotypes

A

Stereotypes about one’s own group

19
Q

Heterostereotypes

A

Stereotypes about other groups

20
Q

Ethnocentrism

A

viewing the world through one’s own cultural filters, with the own group at the
top.

21
Q

Prejudice

A

(bevooroordelen) Tendency to prejudge others based on their group membership

22
Q

Relational mobility

A

The degree of freedom and opportunity a culture affords its members to choose and move among interpersonal relationships

23
Q

Ingroup derogation

A

Negative attitudes or beliefs about one’s
own ingroup

24
Q

Stereotypes

A

Generalized images people
have about others that can
either be positive or negative

25
Q

Ethnocentrism

A

Viewing the world through
one’s own cultural filters

26
Q

Explicit prejudice

A

Verbalized and made public

27
Q

Implicit prejudice

A

: Prejudicial attitudes, values, or beliefs that are unspoken and outside conscious awareness

28
Q

Interpersonal discrimination

A

Unfair treatment of others based
on their group membership
* Prejudice is thinking/feeling,
discrimination is doing

29
Q

Institutional discrimination

A

Occurs on the level of a large
group, society, organization, or
institution
* Known as various -isms
* Can exist in explicit norms of an
organization

30
Q
  • The contact hypothesis (Allport, 1954)
A

Interpersonal meeting
across group boundaries reduces prejudice

31
Q

Majority and minority have different goals and concerns during contact

(contact equal or not?
focus on .. ?
anxious about..?)

A

MAJORITY
- See contact as more equal
- Prefer to focus on commonalities
“We are all Americans”
- Anxious about seen as racist

MINORITY
- See contact as less equal
- Prefer to acknowledge differences and inequalities
- Anxious about being a target of prejudice

32
Q

A meta-analysis (Pettigrew and Tropp, 2006) examining the contact hypothesis found that:

A

intergroup contact reduces intergroup prejudice, but contact among equals led to greater reductions in prejudice.