Samenvatting Uitwerking hoorcolleges communicatie en identiteit
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Course
Communicatie & Identiteit
Institution
Vrije Universiteit Amsterdam (VU)
Alle hoorcolleges uitgewerkt, met toelichting van plaatjes uit literatuur. Deze was erg compleet voor de openboek toets. Ook met kopjes, zodat je makkelijk naar het onderwerp kunt
Inhoudsopgave
Hoorcollege 1 : Introductie communicatie & identiteit..........................................................................5
Hoorcollege 2: sociale identiteitstheorie (SIT)........................................................................................8
Kenmerkend onderzoek communicatie in organisaties......................................................................9
Sociale identiteitsbenadering introductie.........................................................................................10
Sociale identiteitsbenadering uitleg.................................................................................................10
Voorwaarden sociale identiteitstheorie:..........................................................................................11
3 processen van sociale identiteit.....................................................................................................12
Hoorcollege 3 Vervolg SIT: Macht, Communicatie, identiteit en informatieverwerking.......................13
Sociale identiteitsbenadering gevolgen: saillantie (opvallend).........................................................13
Bedreiging sociale identiteit.............................................................................................................13
= identity management strategies....................................................................................................13
Artikel dirty work:.............................................................................................................................15
Artikel petriglieri Under threat: responses to and the consequences of threats to individual
identities...........................................................................................................................................16
Interventies op basis van sociale identiteits(theorie).......................................................................16
Hoorcollege 4: imago(schade); rechtvaardigheid en organisatieverandering......................................16
Waarom stereotypeert men, vooral machtige personen?................................................................16
Wat gebeurt er dan? Stereotypering................................................................................................17
Artikel Tost Power, competitiveness, and advice taking: Why the powerful don’t listen.................17
Artikel Esposo Outsiders critical of your group (outgroup) are rejected regardless of argument
legally...............................................................................................................................................19
Heeft ook consequenties binnen organisaties. In-group- outgroup informatie................................19
Zelfcategorisatie theorie: uitbreiding sociale identiteitstheorie (SCT)..............................................19
Wat bepaalt de activatie van een categorie ? Comparatieve/ normatieve fit..................................20
Gevolgen zelf-categorisatie..............................................................................................................21
Smidts artikel: . The impact of employee communication and perceived external prestige on
organizational identification.............................................................................................................21
Verschil extern prestige en reputatie...............................................................................................22
Dutton & Duckerich artikel: NYPA: keeping an eye on the mirror....................................................23
Hoorcollege 5: taalgebruik en identiteit...............................................................................................23
Communicatie en identiteit..............................................................................................................23
Betekenis gebruik identity markers (taal in je eigen groep):............................................................24
Causale attributies............................................................................................................................25
Linguistic category model (Wigboldus & Douglas)............................................................................26
Linguistic intergroup bias..................................................................................................................26
, Onderscheid concreet en abstract:...................................................................................................26
Functie LIB:.......................................................................................................................................27
Liguistic expectancy bias:..................................................................................................................27
Hoorcollege 6 Leiderschap...................................................................................................................27
Sociale identiteitstheorie op leiderschapstheorie............................................................................27
Artikel Haslam & Platow et al. (1997) The link between leadership and followership: How affirming
social identity translates vision into action.......................................................................................28
Bestaat er zoiets als vrouwelijk leiderschap? Queen bee effect.......................................................29
Artikel Faniko, Ellemers The queen bee phenomenon in academia 15 years after:.........................30
Waarom? Op zoek naar een situationele verklaring hiervoor..........................................................31
Glazen kliff: artikel Bruckmüller, Ryan & Haslam Beyond the glass ceiling.......................................31
Hoorcollege 7: Moraliteit en identiteit.................................................................................................32
Equity theorie (adams 1965):...........................................................................................................32
Organisationele rechtvaardigheid....................................................................................................33
Artikel gopinath & becker: Communication, procedural justice, and employee attitudes...............33
Wraak op de werkplek (interactie)...................................................................................................34
Skarlicki & folger :.............................................................................................................................34
Greenberg.........................................................................................................................................35
Moraliteit en sociale identiteitstheorie............................................................................................36
Artikel: Morality predicts the willingness to help newcomers; Pagliaro, Brambilla, Sacchi, D’angelo
& Ellemers........................................................................................................................................37
Artikel Ellemers & Van Nunspeet Neuroscience and the social origins of moral behavior: how
neural underpinnings of social categorization and conformity affect everyday moral and immoral
behavior............................................................................................................................................38
Paradox van moraliteit.....................................................................................................................39
Hoe kan je iets bereiken als morele kritiek niet werkt? Immoraliteit vs. Competentie....................40
Moraliteit van de organisatie............................................................................................................40
Artikel Conroy: Over-identificatie: Where there is light, there is dark: A review of the detrimental
outcomes of high organizational identification................................................................................41
Over-identificatie:.............................................................................................................................41
Goed voor de organisatie? Macro-niveau:.......................................................................................41
Mirco-niveau interne organisatie:....................................................................................................41
Hoorcollege 8: Morele ontkoppeling....................................................................................................41
8 mechanismen voor morele ontkoppeling......................................................................................41
Fases van morele ontkoppeling........................................................................................................42
Morele ontkoppeling en organisatiestructuur..................................................................................43
, Artikel: Martin et al: Blind forces: Ethical infrastructures and moral disengagement in organizations
..........................................................................................................................................................43
Morele ontkoppeling en corruptie...................................................................................................44
Artikel Moore Moral Disengagement in Processes of Organizational Corruption............................44
Hoorcollege 9 : gender(on)gelijkheid (gender egalitair) op de werkvloer: Karlijn Straver....................46
Redenen genderongelijkheid:...........................................................................................................47
Wat doet de overheid om dit probleem aan te pakken?..................................................................47
Bevindingen Fernández-Méndez en Pathan (2023)..........................................................................48
Loonkloof..........................................................................................................................................48
Verklaringen loonkloof.....................................................................................................................48
Verklaringen ongelijke beloning.......................................................................................................48
1. bijzondere kaders.........................................................................................................................49
2. de aanpak van het onderzoek.......................................................................................................49
3. afweging van observaties.............................................................................................................50
Uit rapport:.......................................................................................................................................51
Hoorcollege 11: pesten op het werk.....................................................................................................54
Soorten pesten.................................................................................................................................54
Impact van pesten op het werk........................................................................................................54
Artikel fida et al. First do no harm....................................................................................................55
De rol van morele ontkoppeling bij pesten.......................................................................................56
Hoe pesten tegengaan?....................................................................................................................57
Hoorcollege 12: Diversity, equity and inclusion....................................................................................58
Diversiteit.........................................................................................................................................58
Dimensies diversiteit........................................................................................................................58
Inclusie..............................................................................................................................................58
Gelijkwaardigheid (equity)................................................................................................................58
Uitdagingen DIG...............................................................................................................................59
Zes stappen voor een succesvolle DIG strategie in een organisatie..................................................59
Artikel Tessema, M...........................................................................................................................59
Wanneer DIG niet (volledig) aanwezig is:.........................................................................................59
Artikel McCormick, H. (2015)............................................................................................................60
Male default bias..............................................................................................................................60
Infinity bias (cultural cloning)...........................................................................................................60
Confirmation bias.............................................................................................................................60
Linguistic bias : othering, assymetrische taal bron Women inc........................................................61
Social desirability bias.......................................................................................................................61
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