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| two or more people who, for longer than a few moments, interact with and influence one another and perceive one another as "us." |
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Original meaning:the tendency of people to perform simple or well-learned tasks better when others are present
Current meaning: the strengthening of dominant (prevalent, likely) responses in the presence of others. |
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| brings forth "choking" when a lot of people are in one place |
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| concern for ow others are evaluating us |
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| produces some arousal even without evaluation apprehension or arousing distraction |
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| the tendency for people to exert less effort when they pool their efforts toward a common goal than when they are individually accountable |
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| people who benefit from the group but give little in return |
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| loss of self-awareness and evaluation apprehension; occurs in group situations that foster responsiveness to group norms, good or bad |
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| group-produced enhancement of members' preexisting tendencies; a strengthening of the members' average tendency, not a split within the group |
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| evaluating one's opinions and abilities by comparing oneself with others |
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| a false impression of what most other people are thinking or feeling, or how they are responding |
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| the mode of thinking that persons engage in when concurrence-seeking becomes so dominant in a cohesive in-group that it tends to override realistic appraisal of alternative courses of action |
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| Minority influence on groups |
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| consistency, self-confidence |
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| the process by which certain group members motivate and guide the group |
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| leadership that organizes work, sets standards, and focuses on goals |
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| leadership that builds teamwork, mediates conflict, and offers support |
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| transformational leadership |
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| leadership that, enabled by a leader's vision and inspiration, exerts significant influence |
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| a preconceived negative judgment of a group and its individual members |
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| a belief about the personal attributes of a group of people. They are sometimes overgeneralized, inaccurate, and resistant to new information. |
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| unjustified negative behavior toward a group or its members |
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| an individual's prejudicial attitudes and discriminatory behavior toward people of a given race, or institutional practices (even if not motivated by prejudice) that subordinate people of a given race |
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| an individual's prejudicial attitudes and discriminatory behavior toward people of a given sex, or institutional practices (even if not motivated by prejudice) that subordinate people of a given sex. |
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| social dominance orientation |
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| a motivation to have one's group dominate other social groups |
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| believing in the superiority of one's own ethnic and cultural group, and having a corresponding disdain for all other groups |
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| authoritarian personality |
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| a personality that is disposed to favor obedience to authority and intolerance of outgroups and those lower in status |
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| realistic group conflict theory |
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| the theory that prejudice arises from competition between groups for scarce resources |
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| the "we" aspect of our self-concept; the part of our answer to "Who am I?" that comes from our group memberships |
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| "us"--a group of people who share a sense of belonging, a feeling of common identity |
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| "them"--a group that people perceive as distinctively different from or apart from their ingroup |
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| the tendency to favor one's own group |
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| according to "terror management theory," people's self-protective emotional and cognitive responses (including adhering more strongly to their cultural worldviews and prejudices) when confronted with reminders of their mortality |
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| outgroup homogeneity effect |
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| perception of outgropu members as more similar to one another than are ingroup members. Thus "they are alike; we are diverse." |
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| the tendency for people to more accurately recognize faces of their own race. |
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| a person's expectation of being victimized by prejudice or discrimination |
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| explaining away outgroup members' positive behaviors; also attributing negative behaviors to their dispositions (while excusing such behavior by one's own group). |
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| the tendency of people to believe that the world is just and that people therefore get what they deserve and deserve what they get |
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| accommodating individuals who deviate from one's stereotype by thinking of them as "exceptions to the rule." |
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| accommodating individuals who deviate from one's stereotype by forming a new stereotype about this subset of the group |
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| a disruptive concern, when facing a negative stereotype, that one will be evaluated based on a negative stereotype. Unlike self-fulfilling prophecies that hammer one's reputation into one's self-concept, stereotype threat situations have immediate effects |
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| physical or verbal behavior intended to hurt someone |
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| aggression driven by anger and performed as an end in itself |
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| aggression that is a means to some other end |
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| an innate, unlearned behavior pattern exhibited by all members of a species |
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| frustration-aggression theory |
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| the theory that frustration triggers a readiness to aggress |
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| the blocking of goal-directed behavior |
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| the redirection of aggression to a target other than the source of the frustration. Generally the new target is a safer or more socially acceptable target |
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| the perception that one is less well-off than others with whom one compares oneself |
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| the theory that we learn social behavior by observing and imitating and by being rewarded and punished |
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| emotional release. Aggressive drive is reduced when one "releases" aggressive energy, either by acting aggressively or by fantasizing aggression. |
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| culturally provided mental instructions for how to act in various situations |
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