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Industrial and organizational: Area of psychology concerned with the application of psychological principles to the problems of human organizations, especially work organizations.
Scientific study of the ways in which the thoughts, feelings, and behaviors are influenced by the behaviors or characteristics of others.
Theory that early info about someone weighs more heavily than later info in influencing one's impression of that person
The tendency to generalize a favorable first impression to unrelated personal characteristics
Process in which a person's expectation about another elicits behavior from the second person that confirms the expectation
Theory that addresses the question of how people make judgements about the causes of behavior
Fundamental attribution error
Tendency of people to overemphasize personal causes for other people's behavior and to underemphasize personal causes for their own behavior
Process by which others individually or collectively affect one's perceptions, attitudes, and actions
an uncomfortable clash between self-image, thoughts, beliefs, attitudes, or perceptions and actions
Discrimination that occurs because of the overall effect of institutions and policies
A personality pattern characterized by rigid conventionality, exaggerated respect for authority, and hostility toward those who defy society's norms
An unfair act or series of acts taken toward an entire group of people or individual members of that group
Frustration - aggression theory
Theory that under certain circumstances people who are frustrated in their goals turn their anger away from the proper, powerful target toward another, less powerful target that is safer to attack.
Change of behavior in response to a command from another person, typically an authority figure
Tendency to attribute our success to our own efforts or qualities and our failures to external factors
Just - world hypothesis
Attribution error based on the assumption that bad things happen to bad people and good things happen to good people
Fairness of exchange achieved when each partner in the relationship receives the same proportion of outcomes to investments
Relatively stable organization of beliefs, feelings, and behavior tendencies directed toward something or someone
Great person theory
Theory that leadership is a result of personal qualities and traits that qualify one to lead others
A compulsion by members of decision making groups to maintain agreement, even at the cost of critical thinking
Tendency of people to exert less effort when working in a group of people than when working alone
Shift in attitudes by members of a group toward more extreme positions than the ones held before group discussion
Greater willingness to take risks in decision making in a group than independent individuals
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