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Conformity
The process by which individuals adjust their thoughts, feelings, or behavior to align with those of a group, as a result of real or imagined group pressure
Normative Social Influence
The influence to conform to the positive expectations of others, driven by the desire to be liked or accepted by the group
Social Norms
Unwritten rules that dictate acceptable behavior within a society or group, influencing how individuals act and interact
Social Comparison
The process of evaluating oneself by comparing with others, often to assess one's abilities, status, or opinions
Relative Deprivation
A feeling of dissatisfaction or injustice experienced when individuals compare themselves to others and perceive that they are worse off
Upward Social Comparision
Comparing oneself to others who are perceived to be better off or more skilled, which can motivate self-improvement but may also decrease self-esteem
Downward Social Comparission
Comparing oneself to others who are perceived to be worse off or less skilled, which can boost self-esteem but may also foster complacency
Informational Social Influence
The influence to accept information from others as evidence about reality, often occurring in situations where the correct action or belief is uncertain
Obedience
The act of following direct commands, usually from an authority figure, even if they contradict personal beliefs or morals
Social Facilitation
The tendency for people to perform differently when in the presence of others, typically showing improved performance on simple or well-practiced tasks and worse performance on complex or new tasks
Group Polarization
When people in a group talk about an idea, they often end up agreeing even more strongly with each other, making their group opinion more extreme
Groupthink
the desire for harmony or conformity in a group leads to irrational or dysfunctional decision-making outcomes. Members suppress dissenting opinions, leading to a loss of individual creativity and responsibility
Bystander Effect
individuals are less likely to offer help to a victim when other people are present
Diffusion of Responsibility
The tendency for individuals to feel less responsible for taking action or helping in a situation when others are present, leading to a decrease in the likelihood of intervention
Social Loafing
The tendency for individuals to exert less effort when working in a group than when working alone
Deindividuation
the loss of an individual's self-awareness and sense of individuality in group settings, often leading to impulsive and deviant behavior
Attribution Theory
Explains how people decide whether someone's behavior is caused by their personality or their situation
Dispositional Attributions
Assuming a person's actions are due to their personality, not their situation
Situational Attributions
Assuming a person's actions are due to their circumstances, not their personality
Explanatory Style
How a person usually explains the reasons behind events—whether they blame themselves or outside factors
Optimistic Explanatory Style
The habit of explaining good things as likely to happen again and bad things as one-time events
Pessimistic Explanatory Style
The habit of explaining bad things as likely to happen again and good things as one-time events
Fundamental Attribution Error
The tendency to blame people's actions more on their personality and less on their situation
Actor-Observer Bias
The habit of blaming our own actions on the situation but blaming other people's actions on their personality
Self-Serving Bias
The tendency to attribute one's successes to personal characteristics and failures to external factors, enhancing one's self-esteem
Internal locus of control
The belief that one's own actions and decisions directly influence the outcomes and events in their life
External locus of control
The belief that outcomes and events are determined by external forces or fate, rather than one's own actions
Altruism
The selfless concern for the well-being of others, leading to behavior that benefits others at a personal cost
Social Responsibility Norm
The societal expectation that people should help others who need assistance, without regard to future exchanges
Stereotype
A generalized belief about a particular category of people, often oversimplified and not based on direct experience
Confirmation Bias
A tendency to search for, interpret, favor, and recall information in a way that confirms one's preexisting beliefs or hypotheses
Belief Perseverance
maintaining one's beliefs even after they have been shown to be false, often ignoring contradictory evidence presented
Self-Fulfilling Prophecy
When a belief about a situation or a person leads to actions that make the belief come true
Prejudice
unjustifiable and usually negative attitude toward a group and its members. Generally involves negative emotions, stereotyped beliefs, and a predisposition to discriminatory action
Discrimination
unjustifiable negative behavior toward a group or its members
Implicit Attitudes
Unconscious beliefs or feelings that influence a person's behavior and perceptions without their awareness
Just-World Phenomenon
A belief that the world is fundamentally fair, leading people to rationalize injustice or misfortune as deserved
Out-Group Homogeneity Bias
The tendency to see members of an outgroup as more similar to each other than they really are, often perceiving them as less varied than members of one's own group
In-Group Bias
The tendency to favor our own group over those in other groups, often leading to preferential treatment and judgment
Mere Exposure Effect
The phenomenon where repeated exposure to a stimulus increases an individual's preference for that stimulus
Ethnocentrism
belief in the inherent superiority of one's own ethnic group or culture, often accompanied by a feeling of contempt for other groups
Collectivism
A cultural value that emphasizes the importance of the group or community over individual goals and desires, prioritizing group cohesion and interdependence
Multiculturalism
The view that promotes the acknowledgment and respect of diverse cultural backgrounds and traditions, encouraging the coexistence and value of various cultural identities within a society
Superordinate Goals
Shared goals that require cooperation among individuals or groups, typically overriding smaller or individual conflicts and fostering collaborative efforts
Social Traps
Situations in which individuals pursue immediate rewards that later prove to have negative or even catastrophic consequences for the larger community
Persuasion
The process of influencing others' attitudes, beliefs, or behaviors through communication, often involving appeals to reason, emotions, or authority
Elaboration Likelihood Model
A theory that describes how people process persuasive messages in two ways: through deep, thoughtful analysis (central route) or based on quick cues like how appealing or trustworthy the speaker seems (peripheral route)
Central Route of Persuasion
A method that involves deeply engaging with the content of a message; careful analysis and thoughtful consideration resulting in more durable attitude change
Peripheral Route of Persuasion
A method that relies on superficial cues such as attractiveness or credibility of the speaker, rather than the actual content of the message, leading to temporary attitude changes
Halo Effect
The cognitive bias where a positive impression in one area (like attractiveness) leads to positive evaluations in other areas, influencing overall judgments about a person
Foot-In-The-Door Technique
strategy where agreement to a small request increases the likelihood of a larger one later
Door-in-the-Face Technique
A strategy where a large request is made knowing it will be refused, followed by a smaller, more reasonable request that is more likely to be accepted
False Consensus Effect
A cognitive bias where people overestimate how much others agree with their own beliefs, behaviors, and attitudes
Cognitive Dissonance
Sense A psychological discomfort experienced when a person's behavior does not correspond to that person's attitudes; we then line up our attitudes with our actions.
Industrial-Organizational (I/O) Psychologists
Psychologists who apply psychological principles and research methods to the workplace to improve productivity, select and promote employees, and enhance organizational culture and structure
