Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
SocPsych Theme 6
| Term | Definition |
|---|---|
| common-bond groups | groups involving face-to-face interaction where individuals are bonded to each other |
| common-identity groups | group where members are linked via the category as a whole |
| entitativity | the extent to which a group is perceived as a coherent whole |
| characteristics of high entitativity | 1. members often interact 2. group is important to members 3. share common goals 4. members perceive themselves as similar |
| features of groups | - status - roles - norms |
| feeling rules | expectations about the emotions that are appropriate to express |
| cohesiveness | all the forces that cause members to remain in that group |
| intergroup sensitivity effect | ingroup critics are responded to more positively than outgroup members |
| social facilitation | the effects of the presence of other on performance |
| drive theory of social facilitation | the presence of others will improve performance when the individual is highly skilled at the task but interfere if they are not |
| evaluation apprehension | performance is disrupted by audience due to fear of being evaluated |
| distraction conflict theory | having an audience distracts performers & divides their attention |
| additive tasks | tasks in which the contributions of each member are combined into a single group output |
| social loafing | reductions in effort when individuals work collectively compared to when they work individually |
| hooliganism | incidents throughout Europe of serious disorder at matches involving Englands team |
| deindividuation | effects in crowds where there is a drift toward wild, unrestrained behavior |
| cooperation | helping that is mutual where both sides benefit |
| conflict | the process in which individuals or groups perceive that others have taken or will take actions incompatible with their own interests |
| politicized collective identity | Recognizing shared grievances and engaging in a power struggle on behalf of one’s devalued group. |
| schism | when a group splinters into distinct factions based on ideology it can produce emotional distress in those who feel compelled to leave |
| negative interdependence | A situation where if one person obtains a desired outcome, others cannot obtain it. |
| social embeddedness | Having a sense of that you know other persons because you know their reputations, often by knowing other people they know too. |
| social dilemmas | Situations in which individual rationality results in collective irrationality |
| bargaining | A process in which opposing sides exchange offers, counteroffers, and concessions, either directly or through representatives. |
| superordinate goals | Goals that tie the interests of both sides in a conflict together rather than driving them apart. These are goals that can only be achieved by cooperation between groups. |
| distributive justice | justice involving outcomes & fairness |
| procedural justice | justice involving procedural fairness |
| transactional justice | justice involving clarity/reasoning for distribution of rewards |
| group polarization | The tendency of group members to shift toward a more extreme position than initially held by those individuals as a result of group discussion. |
| groupthink | the tendency of the members of highly cohesive groups to assume that their decisions can’t be wrong, that all members must support the group’s decisions strongly, and that contrary information should be ignored. |
| the glass cliff | when women and minorities are seen as better leaders because of their ability to manage crises, they are more likely to be selected as leader when the situation contains more risk. |
| Stress | Our response to events that disrupt, or threaten to disrupt, our physical or psychological functioning. |
| hassles | Minor annoyances experienced in daily life that may be low in intensity, but contribute to stress in our lives. |
| Sequential vs simultaneous lineups | sequential lineups are more effective as they require absolute judgment about a person where simultaneous results in choosing the person most like the memory |
| optimum level of well-being theory | A theory suggesting that for any specific task there is an optimum level of subjective well-being. Up to this point, performance increases, but beyond it, performance on the task declines |
| Self-determination theory (SDT) | framework used to study motivation through 2 initiatives. People persist longer at tasks they are intrinsically when motivated and gain enjoyment from, whereas extrinsic motivation to achieve awards or financial gains is less likely to promote happiness. |
| happiness | Refers to subjective well-being, which involves global life satisfaction, satisfaction with specific life domains, frequent positive feelings, and relatively few negative feelings. |
| information dilemma | revealing information can lead to achievement of joint outcomes but also increases personal vulnurability |
| benefits of small groups | Regular interaction Ease of sharing information Recognition of individual contributions to the group Strong group identification Higher group satisfaction |
| benefits of large groups | More resources Division of labor Specialization of tasks |
| Homogeneous groups pros | Collegiality amongst group members Information sharing Low levels of conflict Few coordination problems |
| Heterogeneous groups pros | Diversity of views represented Greater creativity High performance Variety of resources |
| collective effort model | A model that proposes working on tasks collectively tends to decrease individual motivation |
| results of low cohesiveness | Members are not motivated to participate in the group social loafing. Members do not effectively communicate Group has difficulty influencing member behavior Group fails to meet goals. |
| results of excessive cohesiveness | Time is wasted by members socializing on the job. Conformity is stressed at the expense of needed change Group goal accomplishment becomes more important than cooperation with other groups to achieve the organization’s goals. |
| audience effect | Presence of other group members enhances performance of repetitive (familiar) tasks |
| co-action effect | Presence of other group members impairs performance of difficult (novel) tasks |
| causes of social loafing | Lack of connection between inputs and outcomes Perception that individual efforts are unnecessary or unimportant diffusion of responsibility |
Created by:
veda1
Popular Psychology sets