By E.J. Lawler
''Advances in crew Processes'' publishes theoretical analyses, stories and conception established empirical chapters on workforce phenomena. quantity 18 addresses a wide diversity of theoretical and empirical questions that lower throughout sociology, psychology, economics, and political technological know-how. the 1st contributions study the perceptual and interactional components that bring about management and inequality in small teams. the subsequent bankruptcy explores the psychology of shopping for and promoting, focusing specifically at the perceptual biases that emerge whilst members trade funds for items. The fourth bankruptcy seeks to spot vital own features and social components that precipitate belief between strangers. chapters then handle fairly new questions within the social sciences. bankruptcy 5 asks how the examine of autistic participants can make clear uncomplicated cognitive approaches and a thought of the brain. bankruptcy six exhibits how evolutionary psychology will help clarify the emergence of social buildings similar to kinship networks. the ultimate chapters convey experimental proof to endure on questions of prestige, impact, and affective reactions in teams. total, the quantity comprises contributions through significant students from quite a few social medical disciplines that paintings within the normal sector of crew strategies.
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Additional info for Advances in Group Processes, Vol. 18
Platow, M. , & van Knippenberg, D . (1999, July) . The impact of leaders' ingroup prototypicality and normative fairness on leadership endorsements in an intergroup context . K. Raven, B . H. (1965) . Social influence and power . In : I. D . Steiner & M . Fishbein (Eds), Current Studies in Social Psychology (pp . 371-382). New York : Holt, Rinehart & Winston . Reicher, S . D . (1982) . The determination of collective behaviour. In: H. ), Social Identity and Intergroup Relations (pp . 41-83). K .
By themselves, the self-fulfilling tendencies of power and prestige orders create a formidable set of barriers for even the most competent low-status group member to overcome . The well-worn saying - "A woman has to be twice as good as a man" - expresses the nature of the problem. " Obviously, there are cases in which persons who bring culturally devalued diffuse status characteristics to group interaction are "twice as good" at the task as other persons who bring more culturally valued diffuse status characteristics to group interaction .
1991) . Importance of different power sources in downward and lateral relations . Journal of Applied Psychology, 76, 416-423 . , & Van Fleet, D . D . (1992) . Theory and research on leadership in organizations . In: M. D . Dunnette & L . M. , Vol . 3, pp. 147-197) . Palo Alto, CA : Consulting Psychologists Press . RATIONAL AND IRRATIONAL BASES OF COMMITMENT TO GROUP HIERARCHIES Ann Branaman ABSTRACT This paper draws on two theoretical perspectives - expectation states theory and Goffman's theory of the self and social interaction - to analyze the interactional dynamics by which status hierarchies are maintained.