PSYC 221 Lecture Notes - Lecture 13: Exaggeration

• School: University of Maryland
• Department: Psychology
• Course: PSYC 221
• Professor: Jennifer Wessel

Document Summary

Interviews are typically less predictive of future performance. Can increase predictiveness if they standardize the interview. Interviewers may not remember all the relevant information. List and describe three hiring biases: contrast effects: the effect of the previous applicant on your evaluation. Could make you look better, could make you look worse: attractiveness bias: attractive people are typically viewed as more competent. But, at least one study sho(cid:449)s it"s (cid:271)est to (cid:271)e attra(cid:272)ti(cid:448)e, (cid:271)ut not too attra(cid:272)ti(cid:448)e: prejudi(cid:272)e: pre(cid:272)on(cid:272)ei(cid:448)ed notions a(cid:271)out one"s social group leads to discriminatory decisions. Gender, race, weight, sexual orientation, marital status. Prejudice-related biases can also create a: behavioral confirmation effect. Ex: interviewer expects competency shows interviewee more immediacy behaviors (smiling, leaning forward) increases interviewee confidence and performance. Leaders are an example of: minority influence on the group. Fill out the definition and motivation focus for three leadership styles: Clarify (cid:449)orkers" responsi(cid:271)ilities, monitor their work, and correct mistakes, reward them or meeting objectives, punish them for not.