•How does self-control/regulation have an effect of one expressing their prejudice (i.e., discriminating) towards targets? Based on the justification-suppression model, it would seem that those who are suppressing may lack the “strength” and motivators to control their prejudice views when stressed and stretched thin at work. Therefore, a highly stressed environment may enhance more prejudice acts, thus discrimination within an organization. Should recruiters/selection personnel then be trained on individuation information on various age, race, sex, disability, etc… stereotypes to improve or eliminate the subtle discriminatory acts within selection procedures?
In Study 1 the authors noted that the confederates were not blind to their condition, and that this could have influenced the results of the study. However, this is often the case in organizational and real-world settings: commonly stereotyped groups are aware of their stereotypes and thus may come to expect experiencing prejudice or discrimination among interactions with others. While it seems much of the focus is on the ‘discriminator,’ how might the potential of “expectancy confirmation,” as King and Ahmad called it, influence recruiting and selection interactions and decisions from the applicant perspective?
While this study examined “other’s” perceptions of stereotyped individuals, this study suggested that individuals who might anticipate or expect prejudice or discriminatory behavior could ameliorate some of those effects by providing counter-stereotypical information. What information, other than warmth, can potential job candidates provide to help them deal with stereotypes?
As mentioned in the introduction Muslim individuals are typically rated as high in competence and low in warmth.. Do you think this study would be different had the applicant been applying for a non-retail job? This is, retail jobs seem to require a certain level of warmth and relatively low competence, would the results be different if the job required low warmth and high competence?
I value reading this article that addresses a kind of prejudice and discrimination in the U.S. that has increased after the events of 9/11. I would have liked to see some reference to past research on discrimination of religious minorities in US history (Jewish, Catholic). This kind of discrimination is not new, thought perhaps the link with differences in skin color are. I don’t think his was brought out. The authors cite research (Crandall, Eshlman, and O’Brien, 2002) that strong social norms of egalitarianism exist in our society against overt expression of prejudice toward others. I would be interested to learn if suppression factors have decreased and justification factors have increased in the past ten years.
Since in study 1 they manipulated clothing, shouldn't the authors have excluded clothing retail stores from the study? They did not take this into consideration.
It would be interesting to look at this same sort of discrimination within an interview situation. It is bad enough that perceived Muslims get called back for an interview far less than others, what happens once it's interview time? How do accents or language barriers contribute to this?
Was the applicant blind to the conditions? I can imagine her behavior to be different (experimenter demand effect) depending on the condition regardless of training to avoid this having a biasing effect in the results.
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ReplyDelete•How does self-control/regulation have an effect of one expressing their prejudice (i.e., discriminating) towards targets? Based on the justification-suppression model, it would seem that those who are suppressing may lack the “strength” and motivators to control their prejudice views when stressed and stretched thin at work. Therefore, a highly stressed environment may enhance more prejudice acts, thus discrimination within an organization. Should recruiters/selection personnel then be trained on individuation information on various age, race, sex, disability, etc… stereotypes to improve or eliminate the subtle discriminatory acts within selection procedures?
ReplyDeleteIn Study 1 the authors noted that the confederates were not blind to their condition, and that this could have influenced the results of the study. However, this is often the case in organizational and real-world settings: commonly stereotyped groups are aware of their stereotypes and thus may come to expect experiencing prejudice or discrimination among interactions with others. While it seems much of the focus is on the ‘discriminator,’ how might the potential of “expectancy confirmation,” as King and Ahmad called it, influence recruiting and selection interactions and decisions from the applicant perspective?
ReplyDeleteWhile this study examined “other’s” perceptions of stereotyped individuals, this study suggested that individuals who might anticipate or expect prejudice or discriminatory behavior could ameliorate some of those effects by providing counter-stereotypical information. What information, other than warmth, can potential job candidates provide to help them deal with stereotypes?
ReplyDeleteAs mentioned in the introduction Muslim individuals are typically rated as high in competence and low in warmth.. Do you think this study would be different had the applicant been applying for a non-retail job? This is, retail jobs seem to require a certain level of warmth and relatively low competence, would the results be different if the job required low warmth and high competence?
ReplyDeleteI value reading this article that addresses a kind of prejudice and discrimination in the U.S. that has increased after the events of 9/11. I would have liked to see some reference to past research on discrimination of religious minorities in US history (Jewish, Catholic). This kind of discrimination is not new, thought perhaps the link with differences in skin color are. I don’t think his was brought out.
ReplyDeleteThe authors cite research (Crandall, Eshlman, and O’Brien, 2002) that strong social norms of egalitarianism exist in our society against overt expression of prejudice toward others. I would be interested to learn if suppression factors have decreased and justification factors have increased in the past ten years.
Might an alternative explanation for Study 1 be that expressions of warmth cause the out-group member to appear less threatening?
ReplyDeleteSince in study 1 they manipulated clothing, shouldn't the authors have excluded clothing retail stores from the study? They did not take this into consideration.
ReplyDeleteIt would be interesting to look at this same sort of discrimination within an interview situation. It is bad enough that perceived Muslims get called back for an interview far less than others, what happens once it's interview time? How do accents or language barriers contribute to this?
Was the applicant blind to the conditions? I can imagine her behavior to be different (experimenter demand effect) depending on the condition regardless of training to avoid this having a biasing effect in the results.
ReplyDelete