PSYC 1004 Final Exam Review

cognitive dissonance

tension or discomfort when an individual's attitudes and beliefs are not aligned or consistent

self-serving bias

the tendency to perceive oneself favorably; good things happen because of me and bad things happen because of other things

reciprocity

a feeling of obligation arising from the notion that we are in debt to someone when they do us a favor

door in the face

making a large, often irrational request in order to make the smaller request that follows seem much more reasonable

foot in the door

obtaining a small commitment in order to achieve a larger request later

ingratiation

a conscious effort to get others to like us; we like to be liked and we actively care for the people that we like

consistency

the pressure we feel to behave in ways that are in concert with our attitudes and beliefs, or to behave in ways we know others expect us to behave

conformity

following the norm; we follow those who are similar and credible and we model most in unfamiliar situations

social proof

a tendency to conform to what we believe respected others think and do

descriptive norms

norms that are the status quo; there is no real value in conforming to them; you do these things because others are doing them

injunctive norms

norms that specify the socially acceptable thing to do and are the right things to do

authority

we follow authority and those with credibility blindly and mindlessly

Milgram shock study

study in which participants would admit electrical shocks to another person in another room to show that people will blindly follow authority, even when the mandate runs counter to good judgement and social responsibility

Stanford prison study- Philip Lombardo

study in which prison guards (volunteers) became authoritative after assigned their power roles

scarcity

we react to protect our individuality; if you make my choice seem scarce or challenged, I will react; "limited time only"

novelty

we habituate to the routine, we are attentive and attracted to the unique

altruism

complete selflessness; helping others without expecting a reward or personal gain

bystander effect

the more people that are in a situation, a diffusion of responsibility occurs and no one acts due to the belief that others will

self efficacy- I know what to do and can do it

personal control- I am in control

self esteem-I care about myself

belongingness-I care about my team

optimism- I expect the best

5 person states that lead to altruism

fundamental attribution error

attributing a person's behavior to what we assume to be his/her personality or character, nature, and personality traits rather than factors outside of that individual

peripheral route of attitude change

route of attitude change that attempts to intervene on beliefs that are not very strong and generally refers to attitudes we hold habitually

central route of attitude change

route of attitude change that attempts to intervene on core beliefs

discriminating

identifying differences; in purity, is not bad

stereotype

assumptions that members of a particular group share certain characteristics or behaviors

prejudice

negative attitudes resulting from stereotypes

social facilitation/inhibition

others working/watching you will either facilitate or inhibit performance

social loafing

people exerting less effort to achieve a goal when they work in a group rather than working alone; depends on the ability of the supervisor to measure individual contribution to the team

groupthink

the tendency for group members to agree in think in the same way resulting in conformity from individuals in that group who may hold a different view; discourages creativity

openness

conscientiousness

extraversion

agreeableness

neuroticism

the big 5 personality traits (OCEAN)

conscientiousness

one of the big 5 personality traits that is the biggest predictor of success

flow

a completely involved, focused state, with diminished awareness of self and time; results from full engagement of our skills and intrinsic rewards

industrial (personnel) psychology

psychology that helps with job seeking, employee recruitment, selection, placement, training, appraisal, and development; matching an individual's strengths with work

organizational psychology

has to do with employee motivation, productivity, and well being; assisting with efforts to motivate employees

human factors engineering

making objects more efficient

360 degree feedback

receiving feedback on performance from more than one source

halo error

rating people good at everything because they are good at one thing; after an initial positive impression, follow-up opinions are favorable

leniency/severity error

reflects evaluators' tendencies to be too lenient or severe on performance appraisals and rating people higher or lower than they should be

recency error

rating people judged on recent behavior

contrast error

rating people based on one comparison

self efficacy- I can do it

outcome expectancy- it is worth the effort

response efficacy- it will work

the three beliefs that determine empowerment

transactional leadership

goal driven leadership; promotes management

transformational leadership

leadership that is vision-driven with a development approach; promotes inspiration

specific

motivational (outcome expectancy)

achievable (self-efficacy)

relevant (response efficacy)

trackable

shared

SMARTS goals

environmental psychology

psychology focused on the physical environment and ways in which people perceive, respond to, and are affected by it

conservation psychology

psychology directed toward understanding and promoting a healthy relationship between humans and nature with the goal of making a difference in business, community, and people's quality of life

behavioral choice

involves not doing less of something, but rather doing it differently

technology choice

includes behavior such as buying a hybrid car, an energy-efficient fridge, or a low-flow shower head that often involves a significant financial investment and might not be available to everyone

commons dilemma

refers to a situation in which individuals must curtail their use of a collective resource or risk the irreversible depletion of that resource

curtailment behavior

a reduction in some behavior that uses environmental resources (repetitive)

response generalization/spillover effect

the notion that if you do one good thing for the environment it will lead to other good things

selection, intervention, evaluation, dissemination

four steps that large scale behavior requires

selection

selecting the problem at hand and targeting important and timely problems

intervention

changing the behavior or action and targeting behaviors with the greatest environmental impact; target efficacy (one time) over curtailment (repetitive behaviors)

evaluation

evaluating the effectiveness of intervention

dissemination

teaching the public about the behavior change

selection and dissemination

the steps that large scale behavior requirements that psychologists are least competent at

intervention and evaluation

the steps of large scale behavior requirements that psychologists are most competent at

temporal discounting

even though we can cognitively appreciate the possibility of long-term effects, those distant events don't have the weight of more immediate consequences; we do not act because we don't think it affects us now

nudges

subtle manipulations to direct behavior; ways that essentially bypass the process of choice in which a situation can be designed to make the desired behavior the easiest or default option

prompts

reminders of the desired behavior/beginning behavior change- please do this or do that; work best when they are close in time and location to the behavior

incentives

rewarding for behavior changes

feedback

acknowledging behavior change

emotion and self efficacy

finding a cause you care about and believing you are capable of behavior change

collective guilt

being made to feel guilty about something

empathy nudge

make others care about your cause by making them empathetic

social labels

you should be concerned about something because society says so

self-labels

you are concerned about something yourself

nature (biophilia)

innately caring about the environment

nurture (learning)

learned caring for the environment

defense justification

the notion that "I'm just one person; I can't save the planet"

care
observe
analyze
communicate
help

COACH method for feedback/feedforward

activator --> behavior --> consequence

ABC method

choice, competence, community

the 3 things that fuel self-motivation (3 C's)

feedforward

information preceding the performance of a behavior that might influence the frequency or form of that behavior

behavior-based feedback

interpersonal communication following the occurrence of a behavior that informs the performer what s/he did correctly (supportive feedback) and/or incorrectly (corrective feedback)

SOAR- specific, on time, appropriate, real

how should feedforward/feedback be delivered

vicarious punishment

you don't do something because you have seen someone else get punished for it

repeat, rephrase, ratify, reflect

the 4 R's of empathic listening

ignore
pretend
selective
attentive
empathetic

5 levels of empathic listening

see
thank
enter
pass

STEP process

the Peter Principle

you eventually get to a level of promotion where you are incompetent

emotional intelligence

the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions

relationship (past)
possibility (future)
action (present)
opportunity
follow-up

5 types of communication

positive psychology

the scientific study of human well-being with the mission to discover and promote well-being

humanistic behaviorism

Dr. Geller's research

pass it on

which AC4P component of STEP is influenced by the social influence principle of reciprocity

Edward Deming

who said this: "In God we trust, all others bring data"

outcome-based research

Nate Azrin's type of research

systems thinking

the notion that we must work interdependently not independently