Unit 9 AP Psych (Last test!)

Stereotype:

a generalized, often oversimplified, and fixed belief or cognitive schema about a specific group of people, applied to all members of that group

Discriminatory Behavior:

Unjustifiable negative actions toward a group or its members.

Just-world phenomenon:

Belief that the world is fair and people get what they deserve.

Out-group homogeneity bias:

Seeing members of an outgroup as more similar than they really are.

Prejudiced attitudes:

Preconceived negative (or positive) judgments about a group, involving beliefs and emotions.

Cognitive Load:

The amount of mental effort being used; high load → more reliance on shortcuts/stereotypes.

Implicit Attitudes:

Automatic, unconscious beliefs or feelings about a group.

Ethnocentrism:

Belief that your own culture is superior to others.

In-group bias:

Favoring your own group over others.

Belief perseverance:

Holding onto beliefs even after they’ve been proven wrong.

Confirmation bias:

Seeking information that supports your beliefs and ignoring opposing evidence.

Cognitive Dissonance:

Discomfort from holding conflicting thoughts or behaviors → leads to attitude or behavior change.

Attribution Theory:

Explains how people interpret causes of behavior (internal vs external).

Individualism:

Prioritizing personal goals and independence.

Multiculturalism:

Valuing and promoting cultural diversity.

Social facilitation:

Performing better on simple tasks when others are present.

Collectivism:

Prioritizing group goals over individual goals.

Group dynamics:

How people behave and interact within groups.

Group polarization:

Group discussion strengthens members’ existing opinions.

Groupthink:

Desire for harmony leads to poor decision-making.

Diffusion of responsibility:

Reduced sense of personal responsibility in a group.

Social loafing:

Putting in less effort when working in a group.

Deindividuation:

Loss of self-awareness in groups which leads to more impulsive behavior.

Superordinate goals:

Shared goals that require cooperation between groups.

Industrial-organizational psychologists:

Study workplace behavior, productivity, leadership, and employee well-being (like burnout).

Social norms:

Expected behaviors in groups.

Social influence theory:

How people are affected by others’ actions and beliefs.

Normative social influence:

Conforming to be liked or accepted.

Informational social influence:

Conforming because you believe others are correct.

Influence:

The ability to affect others’ thoughts, feelings, or behaviors.

Conformity:

Adjusting behavior or thinking to match a group.

What conditions make conforming more likely? (Asch study):

• Group size (3–5 strongest)

• Unanimity

• Cohesion

• Low confidence

Obedience:

Following direct orders from authority.

What conditions make complying with authority more likely? (Milgram, Zimbardo):

• Authority is legitimate/close

• Victim is distant

• Others are obeying

• Diffusion of responsibility

Elaboration likelihood model:

Two routes to persuasion: central (logic) and peripheral (cues).

Peripheral route to persuasion:

Using emotions or superficial cues instead of logic.

Foot-in-the-door technique:

Small request → bigger request.

Door-in-the-face technique:

Large request → rejected → smaller request.

Altruism:

Helping others with no expectation of reward.

Prosocial behavior:

Any behavior intended to help others.

Social reciprocity norm:

Expectation that people will return help.

Social debt:

Feeling obligated to repay help.

Social responsibility norm:

Belief that we should help those in need.

The bystander effect:

Less likely to help when others are present.

Situational and attentional variables:

• Notice the event

• Interpret it as an emergency

• Take responsibility

Genovese stabbing (case study)

Showed how people failed to act when others were around.

(bystander effect)

Diffusion of responsibility:

Responsibility spreads across group → no one acts.

Pluralistic ignorance:

Assuming others aren’t concerned, so you also don’t act.