Slide PSI 201 Pertemuan V VI
PROSES
KELOMPOK
Psikologi Sosial II
Pertemuan 5 dan 6
GROUP AND INDIVIDUAL :
THE COSEQUENCES OF BELONGING
GROUPS : A collection of persons who are
perceived to be bonded together in a coherent unit
to some degree.
Perceived ENTATIVITY : The extent to which a group is
being perceived as being coherent entity (Campbell,
1958) important because it determined What Makes a
group is (really) a Group.
Exp: People line at a bank
(score entativity = 2.40)
People who live in the same neighborhood (4.78)
Sport Team
(8,27)
This rating is influenced by: to the degree to which
group members interacted with one another
Type groups usually identified
by their members
Intimacy
group (family, relatives)
Task oriented group (committee, work
group)
Weak social relationship or Associations
(RT/RW, Kelompok mancing, dsb).
Groups Function
(Roles, Status, Norms, Cohesiveness)
How
precisely do groups affect their
members ? through mechanism of :
Group Roles, Status, Norms &
Cohesiveness.
ROLES: Sets of behaviors that
individuals occupying specific positions
within a group are expected to
perform.
STATUS
: Position or rank within a
group.
NORMS : Rules within a group
indicating how its members
should or should not behaves.
COHESIVENESS: All forces
(factors) that cause groups
members to remain in that
groups.
GROUPS AFFECT INDIVIDUAL PERFORMANCE
(SOCIAL FACILITATION to SOCIAL LOAFING)
Social
facilitation: Effects upon
performance resulting from the
presence of others.
Drive theory of social facilitation:
A Theory suggesting that the mere
presence of others is arousing and
increases the tendency to perform
dominant responses.
If dominant responses
are correct in
the present situation
Presence of others
(either as an
audience or as
co-actors
Heightened
Arousal
Zajonc’s Drive
Theory of
Sosial Facilitation
Performance
is
enhanced
Enhanced tendency to
perform dominant
responses
If dominant responses
are incorrect in
the present situation
Performance
is
impaired
From Drive to Attentional focus
How does the presence of others influence task performance ?
Evaluation
Apprehension: Concern over
being evaluated by others. Such concern
can increase arousal and so contribute to
social facilitation
Distraction-conflict theory: A theory
suggesting that social facilitation stems from
the conflict produced when individuals
attempt, simultaneously, to pay attention to
other persons and to the task being
performed.
Social Loafing
(Letting Others Do the Work)
Additive
Task: Task for which the group product is
the sum or combination of the efforts of individual
members.
Social
Loafing: Reduction in motivation and effort
when individuals work collectively in a group
compared to when the work individually or as
independent co-actors
Collective
effort Model: An explanation of social
loafing suggesting that perceived links between
individuals effort and their outcomes are weaker
when they work together with others in a group.
This, in turn, produces tendencies toward social
loafing.
Cooperation, Competition &Conflict
Cooperation:
Behavior in which groups work
together to attain shared goals
Conflict : A process in which individuals or
groups perceive that others have taken or will
soon take actions incompatible with their own
interest
Social Dilemmas:
Situation on which each person can increase
his or her individuals gains by acting in one way,
but if all (or most) persons do the same thing,
the outcomes experienced by all are reduced
Factors influencing cooperations
(Reciprocity, Personal Orientations & Communication)
Reciprocity
:
A basic rule of social life suggesting that
individuals tend to treat others as these
persons have treated them. reciprocal
altruism.
Personal orientation : orientation of person
toward situation: cooperative, individualistic
or competitive orientation ?
Communication; Individuals can use
communication to discuss the situation, try to
seek best alternative solution through
communication.
The Discontinuity Effect :
Why Groups are more competitive than Individuals
There is a tendency that group are
competitive than individuals, because:
1) People tend to distrust other groups more
than other persons
2) Easy to convince people that it is
appropriate if a groups was selfish than
individuals
3) In individuals setting they are easily
identifiable, than if they are in group
(anonymity)
Conflict: Its Nature, Causes
and Effects Opposing interest
Between the
two sides
Belief by each side that other
will or has already taken
Actions contrary to their
interest
Conflict
Recogniton of these
opposing interest
Actions that interfere
With others side’s
interest
Major Causes of Conflict
attribution errors
considering the causes behind
other’s behavior
Faulty communication with anger
Bias of Ideology our own group is
right, the other is wrong.
Personality traits or characteristic
Type A : very competitive
Faulty
Bargaining
(negotiation)
A process in which opposing side
exchange offers, counteroffers, and
concession, either directly or through
representative
Superordinate
Goals
Create common goals, Goals that
are both sides to a conflict seek and
that tie their interest together rather
than drive them apart.
Culture & Conflict
Focus
on Relation or Outcomes ?
Research finding indicate that individuals
tend to focus more on relational factors in
conflicts within their own cultural or ethnic
group, but more on outcomes in conflict
that occurs across cultural or ethnic
boundaries. These finding have important
implication for efforts to resolve social
conflicts.
Perceived Fairness in Groups
Distributive
justice (equity):
refers to individuals judgement about wether
they are receiving a fair share of available
reawards– a share proportionate to their
contributions to the groups ( or to any social
relationship)
Procedural Justice :
The fairness of the procedures used to distribute
available reawards among group members.
Interactional (interpersonal) justice:
The extent to which persons who distribute
reawards explain or justify their decisions and
show considerateness and courtesy to those who
receive the rawards.
Conflict is Low
Conflict is High
Couples focus little attention
On perceived unfairness
Couples focus more attention
On perceived unfairness
Conflict is
Intensified
Decision Making in Group
Decision
making:
Processes involved in combing and
integrating available information in order
to choose one of several possible courses
of action
Social
Decision Schemes:
Rules relating the initial distribution of
member’s views to final group decisions.
Group
Polarization:
The tendency of a group members, as a
results of group discussion, to shift toward
more extreme positions than those they
initially held
Groupthink:
The tendency of the members of highly
cohesive groups to assume that their
decisions can’t be wrong, that all members
must support the group’s decision strongly,
and that information contrary to it should be
ignored.
Devil’s
advocate technique:
A technique for improving the quality of
group decision in which one group member
is assigned the task of disagreeing with and
criticizing whatever plan or decision is under
consideration
Authentic
dissent:
A technique for improving the quality of
group decisions in which one or more group
members actively disagree with the group’s
initial preference without being assigned this
role.
KELOMPOK
Psikologi Sosial II
Pertemuan 5 dan 6
GROUP AND INDIVIDUAL :
THE COSEQUENCES OF BELONGING
GROUPS : A collection of persons who are
perceived to be bonded together in a coherent unit
to some degree.
Perceived ENTATIVITY : The extent to which a group is
being perceived as being coherent entity (Campbell,
1958) important because it determined What Makes a
group is (really) a Group.
Exp: People line at a bank
(score entativity = 2.40)
People who live in the same neighborhood (4.78)
Sport Team
(8,27)
This rating is influenced by: to the degree to which
group members interacted with one another
Type groups usually identified
by their members
Intimacy
group (family, relatives)
Task oriented group (committee, work
group)
Weak social relationship or Associations
(RT/RW, Kelompok mancing, dsb).
Groups Function
(Roles, Status, Norms, Cohesiveness)
How
precisely do groups affect their
members ? through mechanism of :
Group Roles, Status, Norms &
Cohesiveness.
ROLES: Sets of behaviors that
individuals occupying specific positions
within a group are expected to
perform.
STATUS
: Position or rank within a
group.
NORMS : Rules within a group
indicating how its members
should or should not behaves.
COHESIVENESS: All forces
(factors) that cause groups
members to remain in that
groups.
GROUPS AFFECT INDIVIDUAL PERFORMANCE
(SOCIAL FACILITATION to SOCIAL LOAFING)
Social
facilitation: Effects upon
performance resulting from the
presence of others.
Drive theory of social facilitation:
A Theory suggesting that the mere
presence of others is arousing and
increases the tendency to perform
dominant responses.
If dominant responses
are correct in
the present situation
Presence of others
(either as an
audience or as
co-actors
Heightened
Arousal
Zajonc’s Drive
Theory of
Sosial Facilitation
Performance
is
enhanced
Enhanced tendency to
perform dominant
responses
If dominant responses
are incorrect in
the present situation
Performance
is
impaired
From Drive to Attentional focus
How does the presence of others influence task performance ?
Evaluation
Apprehension: Concern over
being evaluated by others. Such concern
can increase arousal and so contribute to
social facilitation
Distraction-conflict theory: A theory
suggesting that social facilitation stems from
the conflict produced when individuals
attempt, simultaneously, to pay attention to
other persons and to the task being
performed.
Social Loafing
(Letting Others Do the Work)
Additive
Task: Task for which the group product is
the sum or combination of the efforts of individual
members.
Social
Loafing: Reduction in motivation and effort
when individuals work collectively in a group
compared to when the work individually or as
independent co-actors
Collective
effort Model: An explanation of social
loafing suggesting that perceived links between
individuals effort and their outcomes are weaker
when they work together with others in a group.
This, in turn, produces tendencies toward social
loafing.
Cooperation, Competition &Conflict
Cooperation:
Behavior in which groups work
together to attain shared goals
Conflict : A process in which individuals or
groups perceive that others have taken or will
soon take actions incompatible with their own
interest
Social Dilemmas:
Situation on which each person can increase
his or her individuals gains by acting in one way,
but if all (or most) persons do the same thing,
the outcomes experienced by all are reduced
Factors influencing cooperations
(Reciprocity, Personal Orientations & Communication)
Reciprocity
:
A basic rule of social life suggesting that
individuals tend to treat others as these
persons have treated them. reciprocal
altruism.
Personal orientation : orientation of person
toward situation: cooperative, individualistic
or competitive orientation ?
Communication; Individuals can use
communication to discuss the situation, try to
seek best alternative solution through
communication.
The Discontinuity Effect :
Why Groups are more competitive than Individuals
There is a tendency that group are
competitive than individuals, because:
1) People tend to distrust other groups more
than other persons
2) Easy to convince people that it is
appropriate if a groups was selfish than
individuals
3) In individuals setting they are easily
identifiable, than if they are in group
(anonymity)
Conflict: Its Nature, Causes
and Effects Opposing interest
Between the
two sides
Belief by each side that other
will or has already taken
Actions contrary to their
interest
Conflict
Recogniton of these
opposing interest
Actions that interfere
With others side’s
interest
Major Causes of Conflict
attribution errors
considering the causes behind
other’s behavior
Faulty communication with anger
Bias of Ideology our own group is
right, the other is wrong.
Personality traits or characteristic
Type A : very competitive
Faulty
Bargaining
(negotiation)
A process in which opposing side
exchange offers, counteroffers, and
concession, either directly or through
representative
Superordinate
Goals
Create common goals, Goals that
are both sides to a conflict seek and
that tie their interest together rather
than drive them apart.
Culture & Conflict
Focus
on Relation or Outcomes ?
Research finding indicate that individuals
tend to focus more on relational factors in
conflicts within their own cultural or ethnic
group, but more on outcomes in conflict
that occurs across cultural or ethnic
boundaries. These finding have important
implication for efforts to resolve social
conflicts.
Perceived Fairness in Groups
Distributive
justice (equity):
refers to individuals judgement about wether
they are receiving a fair share of available
reawards– a share proportionate to their
contributions to the groups ( or to any social
relationship)
Procedural Justice :
The fairness of the procedures used to distribute
available reawards among group members.
Interactional (interpersonal) justice:
The extent to which persons who distribute
reawards explain or justify their decisions and
show considerateness and courtesy to those who
receive the rawards.
Conflict is Low
Conflict is High
Couples focus little attention
On perceived unfairness
Couples focus more attention
On perceived unfairness
Conflict is
Intensified
Decision Making in Group
Decision
making:
Processes involved in combing and
integrating available information in order
to choose one of several possible courses
of action
Social
Decision Schemes:
Rules relating the initial distribution of
member’s views to final group decisions.
Group
Polarization:
The tendency of a group members, as a
results of group discussion, to shift toward
more extreme positions than those they
initially held
Groupthink:
The tendency of the members of highly
cohesive groups to assume that their
decisions can’t be wrong, that all members
must support the group’s decision strongly,
and that information contrary to it should be
ignored.
Devil’s
advocate technique:
A technique for improving the quality of
group decision in which one group member
is assigned the task of disagreeing with and
criticizing whatever plan or decision is under
consideration
Authentic
dissent:
A technique for improving the quality of
group decisions in which one or more group
members actively disagree with the group’s
initial preference without being assigned this
role.