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IBP Social and Organizational Psychology Summary with Keywords
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IBP Social and Organizational Psychology Summary including both lecture and textbook notes with keywords highlighted in bold
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Organizational PsychologyLecture 1- The Self and Groups
Ch 4+11
The Self
How well do you know yourself?
Intentions vs behaviour self-other discrepancy, who is more likely to accurately estimate how
much someone engages in a behaviour, yourself or someone else
- Others are just as good as estimating your behavior as you are because of our intentions
bias the estimations of our real behaviors
How to know yourself?
Self-promotion presenting our most favorable aspects
Self-verification presenting ourselves in ways that induce others to agree with our own self-
views
Ingratiation creates favorable self-presentation by conveying respect for others
Self-depreciate to communicate admiration for another through comparison
Introspection conscious access
Affective forecasting biases over-projection of current feelings and failure to consider context
Social comparison judging ourselves in comparison to others- used when difficult to estimate
how well we are performing
- With whom we compare ourselves depends on our goals
- Downward comparison compare with someone who isn’t as good, to feel better about
ourselves
- Upward comparison compare with someone who is better than ourselves for the
motivation to grow
- Above average effect we see ourselves more positively and less negatively than we see
others
Personal versus social identity continuum:
- personal identity level we can think of ourselves in terms of attributes that differentiate
ourselves from other individuals, and therefore will be based on intragroup comparison.
- social identity level perceptions of ourselves are based on attributes that are shared with
other group members- intergroup comparison
Possible selves other future possible selves that can motivate us to attempt self-change
Autobiographical memory allows us to feel good about our current self by comparing it to
past selves
Ego depletion when self control is used up and therefore makes it more difficult to self-
regulate
How do you define yourself?
APhysical self-descriptions physical qualities that do not imply social interaction (age, sex,
weight, etc.)
BSocial self-descriptions relationships, group memberships, social roles, attitudes which are
socially defined and validated (nationality, job, etc.)
CPsychological self-descriptions psychological traits and states and attitudes which do not
refer to particular social reference. (I happy, I am shy)
,Organizational Psychology
D Holistic self-descriptions characteristics so comprehensive pr vague that they do not
distinguish one person from another (I am me, I am a human being)
Cultural differences in how ppl define themselves
- Interdependent self-view(B) define oneself in terms of one’s relationships to other people
and recognize that the self is often determined by others- Nonwestern self-view, focus on
connectedness with others, interdependence
- Independent self-view (A and C) define oneself in terms of own internal thoughts, feelings,
and actions- western self-view, separate from others, unique, independent
Age differences
- Young (C) describe themselves with personality traits3
- Older (B) use more social roles
Gender differences
- Relational interdependence (B) focus more on close relationships (Women)
- Collective interdependence (B) focus more on memberships in large groups (men)
Social Identity theory our identity is for a large part determined by the context
- Social identity exists with all the groups that you are part of and that are important to you
- Salient identity identity present in that moment within that context
- Identity changes within the context meaning one true self doesn’t exist
Comparison social identity not only depends on context but who we compare ourselves with
Centrality some aspects of ourselves are more central to our definition of our identity (e.g.
sexual orientation, religion, etc.)
Feeling good about yourself:
Being part of a group can make us feel good about ourselves
If our social identity is disapproved by others we can either try to change or we can turn the
disproved aspects into something +ve for ourselves (improve self-esteem)
Self-esteem do something good compared to others either on your own or in a group
- In a group when others achieve something it can improve your own self-esteem even if not
personally responsible for the achievement
- Basking in reflected glory feeling good about yourself as part of a winning team, more
likely to be proud of your identity after your group wins, more likely to represent your group
- Cutting off reflected failure less likely to represent your group after failure/losing,
tendency to connect ourselves to a successful group and distance from a group we are not
proud of
Stereotype threat:
Not always able to distance ourselves from certain groups
Some groups have stereotypes- these stereotypes can become self-fulfilling prophecies
(stereotype threats)
Stereotype threatproduces fear negative impact on
performance
Vicious cycle created by stereotype threat
- A positive role model can help break the vicious cycle
, Organizational Psychology
The Obama effect black people stereotyped by lower intelligence, tested before and after
Obama elected, before black scored significantly lower than white however after no significance
was found
Groups
Joining groups:
Group 2 or more people that strive for a mutual goal or strive to meet a mutual need together
- Collections of people who perceive themselves as forming a cohesive unit to some degree.
Evolutionary explanation for joining groups ppl who joined groups were evolutionarily more
successful
Common-bond groups members are bonded with each other
Common identity groups members linked via category as a whole
Entitativity the extent to which the group is perceived to form a coherent entity
Reasons to work in a group:
- Task goals sharing knowledge and information
- Social goals fulfills our needs to belong
Joining groups some groups allow anyone to join other require certain characteristics or
behaviors or rituals to be performed to join
- Initiation rites
- Cognitive dissonance experienced when behavior is not inline with attitude
Key components of groups:
Statuseither between or within groups
Hierarchy status within a group can be determined by physical characteristics, behaviour, and
seniority
Roles formal and informal roles within a group can determine status
Norms the more you identify with a group the more you conform with group norms
- Group norms implicit rules about what is appropriate- can affect our emotional expressions
and experiences through adherence to feeling rules
- Norms of individualism and collectivism can affect our willingness to tolerate dissent within
groups
Cohesiveness the forces that cause members to remain in that group
- High cohesiveness can increase likelihood of staying in the group, taking part in group
activities and recruiting new members
Schism when a group splinters into distinct factions based on ideology
- Can cause emotional distress in those who feel compelled to leave
Intergroup sensitivity effect intergroup critics are more tolerated than outgroup critics as they
are seen as having the ingroup’s interests at heart
Social facilitation the presence of others is arousing and can either increase or decrease
performance
Distraction conflict theory the presence of others induces conflicting tendencies to focus on
the task being performed and, on an audience,
Evaluation apprehension view an audience disrupts our performance because we are
concerned about their evaluation of us
Cooperation and Conflict:
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