Learn: Leadership 100 GR #2

zest

feeling more energized after interacting with someone

clarity

better understanding of yourself/others

sense of worth

feeling valued and capable

desire for more connection

wanting to continue connecting

increased capacity to act

feeling empowered to take action

hazing

abuse aimed at newcomers to test, control, or initiate them into a group

bullying

repeated harm toward someone with less power

social ecological theory

behavior is influenced by family, peers, and culture (rewarded/tolerated)

social cogniitive theory

people learned behavior by watching others (imitating)

resource control theory

aggression can be used strategically to gain or maintain power, status, resources, or dominance

Fundamental Attribution Error (FAE)

explain someone's behavior through their character instead of considering their situation

reinforcers (bystander roles)

encourage/laugh

assistants (bystander roles)

directly participate

outsiders (bystander roles)

disengage/look away

defenders (bystander roles)

challenge the behavior/support the target

system justification theory

people tend to defend existing systems/traditions because doing so provides stability and predictability

pluralistic ignorance

you personally think something is wrong, but see everyone else acting like it's fine, so you assume they must believe it's fine

moral disengagement

when people mentally separate their actions from their normal moral standards, allowing them to do wrong without feeling guilty

moral justification

reframing harmful behavior as serving a good or necessary purpose

euphemistic labeling

using softer language to make harmful behavior sound less serious

displacement of responsibility

putting responsibility on an authority figure

diffusion of responsibility

responsibility gets spread throughout the group

distortion of consequences

downplaying the harm

dehumanization

reducing someone from a full person to a label, object, stereotype, role, or joke

victim blaming

shifting responsibility from the person causing harm onto the target

group norms

the spoken or unspoken rules for how members of a group are expected to behave

comformity

changing your behavior to match the society or group

peer culture

the behaviors and expectations created and reinforced by members of the group themselves

microsystem

the people/environments you directly interact with

mesosystem

the connections between microsystems

exosystem

systems that affect you even though you don't directly participate in making their decisions

macrosystem

broad culture, values, beliefs, ideologies, and social norms

chronosystem

time, historical events, and life transitions

social identity theory

our group memberships become part of our identity

in group favoritism

we tend to view members of our own group more positively and give them more benefit of the doubt

implicit bias

unconscious attitudes, stereotypes, and beliefs that influence judgement without our awareness

perspective taking

a leadership strategy for challenging those filters

total institution

exercises comprehensive control over people's daily lives

identity stripping

total institutions often remove markers of individual identity and replace them with standardized ones

socialization

the lifelong process of learning the values, norms, and identities of the groups you belong to

resocialization

the deliberate replacement of one set of values/identity structures with another

psychological safety

a shared belief that the team is safe for interpersonal risk taking like being able to speak up

low psychological safety

hiding mistakes, not raising concerns, becoming extremely careful about what they say

threat response

anticipating conflict activates the body's threat response

secure attachment

more comfortable balancing their own perspective with another person's

anxious attachment

more worried about rejection and maintaining the relationship

avoidant attachment

expect others to be unreliable and respond by withdrawing, disengaging, and controlling the interaction

dominating (high/low)

you push your solution even if the other person's needs aren't met

obliging (low/high)

you sacrifice your own concerns to preserve harmony

avoiding (low/low)

withdraw from the conflict

compromising (moderate/moderate)

both sides give something up

intergrating (high/high)

try to fully understand both sides of and create a solution that addresses both