MGT 291 Chapter 6

self-fulfilling prophecies

when expectations create behaviors that cause the expectations to come true

Self-serving attributions are always dysfunctional.

False

The way we view someone is always the same as the way the other person views him- or herself.

False

Stereotypes can be based on which of the following? a. all of these b. behavior c. gender d. appearance

a. all of these

People tend to associate beauty with other positive characteristics. This phenomenon is an example of which of the following? a. the halo effect b. the contrast effect c. procedural fairness d. defensive attribution

a. the halo effect

selective perception

selectively interpreting what we see based on our interests, expectations, experience, and attitudes

3 primary factors on how do we decide to classify other people:

1. goals of the perceiver (what person can do in the pursuit of our goals) 2. social context (expect people to behave certain way in certain settings) 3. accessibility in memory (when person has unfamiliar behavior we do not know how to classify)

Ethically speaking, it is important to monitor your own behavior to reduce inequities in how you treat others, even if the differences seem small.

True

If employees perceive that an inequity exists, they are likely to withhold some of their contributions, either consciously or unconsciously, to bring the situation into better balance.

True

Stereotypes are hard to change

True

projection

attributing our own characteristics to other people

self serving attributions

attributing successes to ourselves and failures to external factors

How people explain the causes of their own as well as other people's behaviors and achievements is called ___________. a. projection b. attribution c. sensation d. motivation

b. attribution

Researchers view individuals' reactions to unfairness as an evolutionary-based response that is ________________. a. emotional b. automatic c. retributive d. all of these

d. all of these

stereotype

dysfunctional schema that is essentially an oversimplified schema for a group of people

internal attributions

effort, ability consistency (something that always happens because of effort)

contrast effect

evaluating a person's characteristics through comparisons with other people we have recently encountered who rank higher/lower in the same characteristics

halo effect

forming a general impression about something or someone based on a single (typically good) characteristic

attribution

how people explain the causes of their own as well as other people's behaviors and achievements

How can self serving attributions be positive?

increase our expectations for success (help deal with setbacks and stay motivated)

Managerial implications of attribution

lower level employees = attributes failure to external factors and success to internal executives = more balanced approach, also assume more responsibility for failure need to focus on effort as a cause of success promote short term motivation to increase success

Schema

organized patterns of thoughts or behaviors to help us quickly interpret and process information

What term refers to attributing our own characteristics to other people?

projection

categorization

tendency to put things into groups or categories

fundamental attribution error

tendency to underestimate the impact of external factors and overestimate the impact of internal factors in explaining people's behaviors

external attributions

the environment distinctiveness (something different than normal behavior)