Key Terms: Prejudice, Conflict and Conflict reduction

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DD307 (Exam part 3: Groups and Social influence) Flashcards on Key Terms: Prejudice, Conflict and Conflict reduction, created by Bekkie on 22/05/2015.
Bekkie
Flashcards by Bekkie, updated more than 1 year ago
Bekkie
Created by Bekkie almost 9 years ago
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Question Answer
Authoritarian Personality (Adorno et al) Unconscious anger irrationally displaced - generalised hatred for anyone/anything 'different'
Dogmatic Personality (Rokeach) Tend to see world as 'black and white'. Unable to tolerate ambiguities or uncertainties
Cognitive Rigidity (Fisher's Pyramid) Study of unsymmetrical pyramid. High in prejudice = remembers pyramid as symmetrical
Fiske and Taylor Cognitive miser Simplified prototypes free up cognitive space highlighting perceived inter-group differences and minimises intra-group differences
Fazio et al : implicit prejudice. Participants were shown various white and black faces followed by stimulus word. Respondents reacted slower to positive words and faster for negative words when seeing a black face than seeing a white face. Association between race and positive/negative values.
Hughenberg and Bodenhausen Implicit prejudice and perceptions of facial threat. Participants high in implicit prejudice viewed anger longer in black faces than white.
Tajfel and Turner (SIT) * Individuals categories themselves with a group identity, they spot differences with others which emphasises the 'us' and 'them' distinction * Individuals become 'depersonalised'. They act upon their group identity rather than as an individual
Sherif (Realistic conflict model) * Attributions are a rational, objective response to parties in conflict over scarce resources. * Intergroup conflict can be resolved through 'positive goal interdependence' (mutually desired goals in which cooperation is necessary)
Discursive psychological Accounts are never transparent reflections of an event... ...people construct meanings that are relevant to them. eg. two people may describe the same event in different ways
Discursive psychological 'Shared psychological thesaurus' Categories are socially constructed and used both cognitively (internally) and socially to describe groups (externally)
Discursive psychological Variations of social events are circulated by... Conversations and mass media reports
Discursive psychological Stereotyping and formation of social attitudes are only possible because... ...we share a common language and jointly 'construct' meanings of social relations
Discursive psychological criticised for ignoring cognitive and emotive factors. Discursive psychologists claim that it... ...enriches rather than ignores psychological domain
Gaertner and Dovidios "Recategorisation Model of Contact" Members of different sub-groups see one another as members of a shared 'in-group'. They become a 'we' rather than 'us' and 'them'
Hewstone and Brown "Pluralist Model of Contact" Group identity is central to a persons identity, contact should be an intergroup process - participants recognise and celebrate their differences
Brewer and Miller "Decategorisation Model of Contact" When group differences are de-emphasised and focus is on individuals - attention on person replaces category identity
Limits of contact hypothesis Theory is tested in laboratories... ...not based on real life interactions
Limits of contact hypothesis Recategorisation model can easily lead to prejudice if... ...long history of conflict between groups, eg. Scottish and English, but together are British
Limits of contact hypothesis Theoretical individualism... Contact can lead to people regarding individuals as 'exceptions to the rule', still holding their larger stereotypical view
Study: Hopkins and Hopkins. Studied British Muslim's perceptions of contact and social change * Findings must be considered in terms of historical context. * Some felt that contact would improve social change - showing that they are not a closed-off group, others felt that contact would contaminate their values and beliefs, which in turn would weaken their ability to resist discrimination
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