Social Psych Ch 9 Student Copy PDF

Chapter 9 Intergroup Relations Exam details *Dec 10th in class *75 multiple-choice questions *Please note that Chapters 1 and 10 are excluded from the final exam. *The chapters you are responsible for include Chapters 2 through 9, Chapters 11& 12. *TBD CH. 13 (if time permits)...

Chapter 9 Intergroup Relations Exam details *Dec 10th in class *75 multiple-choice questions *Please note that Chapters 1 and 10 are excluded from the final exam. *The chapters you are responsible for include Chapters 2 through 9, Chapters 11& 12. *TBD CH. 13 (if time permits) ©John Wiley & Sons, Canada Ltd. 2012 Presentation Overview *How can different theories explain intergroup relations? *How does intergroup conflict develop? *How can intergroup conflict be resolved? *How does culture relate to intergroup relations? ©John Wiley & Sons, Canada Ltd. 2012 How do Different Theories Explain Intergroup Relations? *Intergroup relations: The way in which people in groups perceive, think about, feel about, and act toward people in other groups *Factors that influence our behaviour in crowds: *Our motivation and goals *The presence of opposition *Environmental cues *Perception of injustice ©John Wiley & Sons, Canada Ltd. 2012 Early Research and Theories of Crowd Behaviour *Le Bon’s 3 characteristics of crowd behaviour: *Anonymity: Feel less responsible *Suggestibility: Copy others’ behaviours *Contagion: Irrationality and violence are contagious ©John Wiley & Sons, Canada Ltd. 2012 Deindividuation *Deindividuation: Tendency to not follow normal rules of behaviour as a result of being anonymous and having low levels of self-awareness and accountability *More likely to occur in group settings ©John Wiley & Sons, Canada Ltd. 2012 Deindividuation Continued … *Anonymity: In groups, we are less distinguishable *Enhanced if wearing uniforms or face paint *Zimbardo’s Stanford Prison Experiment *Randomly assigned to be guards or prisoners *Guards had uniforms, reflective sunglasses, billy clubs *Prisoners had uniforms, referred to by a number *Identified with roles: Guards were overly aggressive, prisoners submissive *Study had to be terminated ©John Wiley & Sons, Canada Ltd. 2012 Deindividuation Continued … *Accountability: Because we are less likely to be identified in group settings, we feel less accountable for our actions *Decrease in self-awareness: In a group, we have less of a sense of ourselves as individuals *Become less focused on matching our behaviours to our usual standards ©John Wiley & Sons, Canada Ltd. 2012 Social Identity Theory *We strive to enhance our self-esteem which is made up of a personal and a social identity *Affiliating with successful groups increases our own self-worth *Threats to self-esteem promote in-group favouritism and outgroup derogation ©John Wiley & Sons, Canada Ltd. 2012 Social Identity Theory Continued … ©John Wiley & Sons, Canada Ltd. 2012 Social Identity Theory Continued … *Status of the in-group: Groups threatened with inferiority take pleasure in the failure of another group *Even if that failure will not directly benefit them *Status within the group: If you have a marginal status within your group, you are more likely to derogate/minimize outgroup members *Group size: The smaller the group, the more likely you are to be loyal to it ©John Wiley & Sons, Canada Ltd. 2012 How Does Intergroup Conflict Develop? *Intergoup conflict: Conflict between groups *Two theories that explain intergroup conflict: *Realistic Conflict Theory *Relative Deprivation Theory ©John Wiley & Sons, Canada Ltd. 2012 Realistic Conflict Theory *Conflict between different groups results from individuals’ self-interest motives in competition for resources (jobs, land, power, etc.) *Sherif’s classic study: *Boys at summer camp, divided into 2 groups *Competitive activities between the groups: Intense rivalry, intergroup conflict *Creation of superordinate goals requiring cooperation between the groups ©John Wiley & Sons, Canada Ltd. 2012 Realistic Conflict Theory Continued … ©John Wiley & Sons, Canada Ltd. 2012 Relative Deprivation Theory *Discontent is caused by the belief that you fare poorly compared to people in other groups *Absolute/realistic deprivation: Belief your resources are directly threatened by people in other groups ©John Wiley & Sons, Canada Ltd. 2012 Relative Deprivation Theory Continued … *Conditions necessary for relative deprivation to occur: *Awareness someone has “x” *Want “x” *Feel entitled to have “x” *Feel “x” is attainable *Do not feel personally responsible for not having “x” ©John Wiley & Sons, Canada Ltd. 2012 Relative Deprivation Theory Continued … *2 forms of relative deprivation *Egoistic relative deprivation *Feel deprived as a result of comparing your status with that of similar others *Fraternalistic deprivation *Feel deprived as a result of comparing status of your group with that of another group ©John Wiley & Sons, Canada Ltd. 2012 How Can Intergroup Conflict Be Resolved? *Strategies for conflict resolution: *Increase contact between groups *GRIT (graduated and reciprocated initiatives in tension-reduction *Bargaining *Integrative solutions ©John Wiley & Sons, Canada Ltd. 2012 Increased Intergroup Contact *Informal contact between people from different groups can lead to less prejudice *Just knowing someone from your group who has a friend from another group can reduce prejudice *For the contact to be beneficial, need: *Equal status contact, pursuit of a superordinate goal, formation of common identity ©John Wiley & Sons, Canada Ltd. 2012 Increased Intergroup Contact Continued … *Equal status contact: All group members contribute on a level-playing field *Superordinate goals: Goals that can be achieved only if members of both groups cooperate *Form a common group identity: A way to find common ground *Common in-group identity model: When people believe they have a shared identity, prejudice is reduced ©John Wiley & Sons, Canada Ltd. 2012 GRIT Strategy *GRIT involves unilateral and persistent efforts to establish trust and cooperation between groups *One party announces its intention to reduce conflict; invites other group to reciprocate *First party carries out its tension-reducing activities as planned, even if there is no immediate response *First party’s credibility is increased; puts pressure on second group to respond accordingly *Once second group acts, first group reciprocates ©John Wiley & Sons, Canada Ltd. 2012 Bargaining *An agreement is sought through direct negotiation between both groups *Need to strike balance between being tough and being reasonable *Problem: People can misrepresent their needs to manipulate and gain advantage *Mediation: A neutral third party tries to resolve conflict by facilitating communication and offering suggestions ©John Wiley & Sons, Canada Ltd. 2012 Bargaining Continued … *Arbitration: A neutral third party studies both sides and imposes a settlement *People are generally less satisfied than with mediation ©John Wiley & Sons, Canada Ltd. 2012 Integrative Solutions *A negotiated resolution in which all parties obtain outcomes superior to what they would have obtained from equal division of the contested resources *Both sides need to honestly discuss goals and needs *Need open communication *Need perspective-taking (to understand the other side) *May need apology ©John Wiley & Sons, Canada Ltd. 2012 How Does Culture Relate to Intergroup Relations? *Collectivistic societies make a strong distinction between ingroups and outgroups, so it is natural to dislike and avoid outsiders *See group members as homogenous *Individualistic societies tend to pay attention to individual characteristics rather than group membership, so differences between ingroups and outgroups is less sharply defined *See group members are heterogeneous ©John Wiley & Sons, Canada Ltd. 2012 How Does Culture Relate to Intergroup Relations? Continued … *Ethnocentrism: Tendency to believe one’s ethnic or cultural group is preferable and that all others should be evaluated in relation to one’s ethnicity *Collectivistic societies are more likely to engage in ethnocentrism ©John Wiley & Sons, Canada Ltd. 2012 Acculturation *Acculturation: behavioural and psychological changes that happen when groups of individuals having different cultures come into continuous first-hand contact *Linear process model: As individuals learn the values and behaviours of a new culture, they lose their own cultural values and behaviours *Cultural pluralism model: Members of an ethnic group can maintain their own culture while adapting to mainstream society *Bi-dimensional model: Members of an ethnic group can maintain their own culture in varying degrees and adopt the new culture in varying ©John Wiley & Sons, Canada Ltd. 2012 Acculturation Continued … *Four acculturation strategies based on two dimensions: *Dimension 1: How much one values maintaining one’s original cultural identity and characteristics *Dimension 2: How much one values contact and participation with another group (the larger society) * Integration: Maintain one’s own culture; participate in larger society * Separation: Maintain one’s own culture; reject larger society * Assimilation: Abandon one’s own culture; participate in larger society * Marginalization: Neither maintain one’s own culture or participate in larger society ©John Wiley & Sons, Canada Ltd. 2012  Copyright Copyright © 2012 John Wiley & Sons Canada, Ltd. All rights reserved. Reproduction or translation of this work beyond that permitted by Access Copyright (The Canadian Copyright Licensing Agency) is unlawful. Requests for further information should be addressed to the Permissions Department, John Wiley & Sons Canada, Ltd. The purchaser may make back-up copies for his or her own use only and not for distribution or resale. The author and the publisher assume no responsibility for errors, omissions, or damages caused by the use of these programs or from the use of the information contained herein. ©John Wiley & Sons, Canada Ltd. 2012