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52 Cards in this Set
- Front
- Back
Perception
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a cognitive process that enables us to interpret and understand our surroundings
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Social Perception
Fig. 4-1 -- know for midterm |
Involves a four stage information processing seequence
1. Selective attention/comprehension 2. Encoding and simplification 3. Storage and retention 4. Retrieval and response |
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Selective Attention/Comprehension
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<b>Attention:</b>
the process of becomgin consciously aware of something or someone. Info can come from the environment or your memory. |
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Salient Stimuli
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when something stands our from its context.
Ones goals and needs often dictate which stimuli are salient. |
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people have a tendancy to pay more attention to negative things
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true.
negativity bias. |
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Encoding & Simplification
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Observed info is not stored in memory in its original form. Raw info is interpreted or translated into mental representations to accomplish this
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Cognitive Categories
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By category we mean a number objects that are considered equivaent.
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Schema
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represents a person's mental picture or summary of a particular event or type of stimulus.
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Stereotypes are used during encoding?
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True.
ppl use stereotypes during encoding in order to organize and simplify social information. <b>Stereotype</b>: an individuals set of beliefs about the characteristics or attributes of a group. |
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Stereotyping is a 4 step process
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categorizing people into groups according to various criteria
we infer that all ppl within a particular category possess the same traits or characteristics then we form expectations of others and interpret their behavior according to stereotypes Stereotypes are maintained by our false reasoning <i>Not necessarily a bad thing--can lead to faster decision making times, faster understanding of a situation, etc.) |
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Encoding Outcomes
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We use the encoding process to interpret and evaluate our environment
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**List of Perceptual Errors
Table 4-1 |
Halo
Leniency Central Tendency Recency Effects Contrast Effects |
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Stage 3 Social Perception
<b> Storage & Retention</b> |
involves storage in long term memory.
Long Term Memory is Made up of 3 Wings: <b>Event Memory</b>: <b>Semantic Memory</b>: -general knowledge about the world-functions as a mental dictionary of concepts <b>Person Memory</b>: Contain information about a single individual or groups of people |
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Stage 4 Social Perception
<b>Retrieval & Response</b> |
our judgments and decisions are either based on the process of drawing on interpreting, and integrating categorical info stored in long-term memory or on retrieving a summary judgement that was already made
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Retrieval & Response Managerial Implications
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Hiring
Performance Appraisal Leadership Communication and Interpersonal Influence Counterproductive Work Behaviors Physical and Psychological Well-Being Designing web-pages |
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Implicit Cognition
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represents any thoughts or beliefs that are <b>automatically activated from memory without our conscious awareness.</b>
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Causal Attributions
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Attribution theory is based on the premise that people attempt to INFER causes for observed behavior
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true.
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Causal Attributions
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suspected or inferred causes of behavior
People formulate causal attributions by considering the events <i>preceding an observed behavior. |
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Kelley's Model of Attribution
(baesd on Heider's work-founder of attribution theory) RE-READ PG. 93 |
Behavior can be attributed either to:
<b>Internal Factors</b> -e.g. abililty <b>External Factors</b>: -e.g. a difficult task People make CAUSAL ATTRIBUTIONS after gathering information about 3 dimensions of behavior: <b>-Consensus -Distinctiveness -Consistency |
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Consensus (people)
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invovles a comparison of an individual's performance with that of his or her peers
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Distinctivenss (tasks)
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determined by comparing a person's behavior on one task with his or her behavior on other tasks
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consistency (time)
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determined by judging if the individual's performance on a given task is consistent over time
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Kelley hypothesized that people attribute behavior to EXTERNAL causes whenthey ...
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perceive HIGH consensus HIGH distinctiveness and LOW consistency
(attribution to INTERNAL is the opposite of above) |
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2 attributional tendencies that distort one's interpreation of observed behavior
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Fundamental Attribution Bias
Self-Serving Bias |
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Fundamental Attribution Bias
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Reflects one's tendency to attribute oantother perons's behavior to his or her personal characteristics as opposed to situational factors
results in the ignoring of external forces that affected behavior |
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Self Serving Bias
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represents ones tendency to take more personal responsibility for success than for failure
suggests employees will attribute their success to INTERNAL FACTORS and their failures to uncontrollable EXTERNl factors. |
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Defining & Managing Diversity
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Diversity
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Represetns the multitude of indiviudal differences and similarities that exist among people
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Discrimination
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occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job
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affirmitve action
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an artificial intervention saimed at giving management a chance to corect an imbalance, injustice a mistake or outright discrimination that occured IN THE PAST
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Managing diversity
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enables ppl to perform up to their maximum potential
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Glass ceiling
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an absolute barrier to solid roadblock that prevents a certain demographic/group from advancing to higher positions
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table 4-2
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generational differences
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Roosevelt Thomas' 8 Action Options that can be used to address ANY type of diversity issue.
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1. Include/Exclude
2. Deny 3. Assimilate 4. Suppress 5. Isolate 6. Tolerate 7. Build Relationships 8. Foster Mutual Adaptation (truly endorses the philosophy behind managing diversity) Inclusion, building relationships, and mutual adaptation are the preferred strategies. |
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Lecture
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Perception
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Cognitive process that enables us to interpret and understand our surroundings
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FIG 4-1
Review & Know the points in each shape |
Review now
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Attention
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Process becoming consciously aware of something or someone
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Salient
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something that stands out from the context
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Schema
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Represents a person's mental picture of event or thing
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**Stereotype
know how to talk about the benefits and dangers for midterm |
an individuals set of beliefs about the characteristics or attributes of a group
Save time, faster decision making Based on generalizations Can lead to poor decisions and discrimination |
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Storage and Retention
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Event Memory
Semantic Memory Person Memory |
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Retrieval and Response
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process of drawing on interpreting and integrating categorical information stored in long-term memory
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Causal Attributions
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Suspected or inferred causes of behavior
<b>Internal</b>--attribute to theperson themself "didnt make their bed, they're lazy" <b>External</b>--attribute cause to situation/context/environment |
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Attributional tendencies
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<b>Fundamental attribution bias</b>
-reflects ones tendency to attribute another person behavior to his or her personal characteristics as opposed to situational factors <b>Stereotype confirming attributions</b> -dismiss individuals who dont match stertype as an exception <b>Selective Perception</b> -only pay attention to things that support our stereotype <b>Confirmatory Bias</b> -Prevents people from noticing/focusing on useful, observable, and relevant data |
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Self-Fulfilling Prophecy
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target is expected to behave in one way, is treated conssisted with that expectaion and actually become that way
person may negatively internalize aspects of a culturally held stereotype Loss in performance due to low expectations -Word, Zanna & Cooper (1974) -- Job Interviews |
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Blue Eyes, Brown Eyes Exercise
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Didn't fight being put in a "class"
how quickly derogatory terms were used the changes were attributed to the collar when they switched roles the kids weren't necessarily empathetic |
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Overcoming Bias
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Do not overlook the external causes of others' behaviors
Identify and confront your stereotypes Evaluate people based on objective factors Avoid making rash judgements |
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Kelley's Model of Attribution
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Consensus
Distinctiveness Consistency |
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Be able to distinguish between high/low....
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consensus
distinctivenss consistency |
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REVIEW LEARNING OBJECTIVES FROM LECTURE SLIDES & TEXT
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REVIEW
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