which theory of the origins of prejudice best describes the ✓ Solved

Which theory of the origins of prejudice best describes the relationship between our attitudes and our behavior? Why?

Allport is typically credited with the development of the contact hypothesis. Was Allport correct in this hypothesis? Why or why not?

Conflict resolution does not have to involve screaming or yelling because a disagreement is involved. This week learning objectives will introduce different conflict resolution styles to help us determine which style we use more often and how that style can be incorporated into the professional workplace. How would you handle conflict when it arises in the workplace?

Paper For Above Instructions

The origins of prejudice are complex and have been the subject of considerable psychological and sociological research. One prominent theory is the social identity theory, which posits that prejudice arises from individuals' need to enhance their self-esteem by identifying with their in-groups and discriminating against out-groups (Tajfel & Turner, 1979). This theory effectively describes the relationship between attitudes and behavior, as it highlights how a person's perceptions of group membership can influence their actions towards others. When individuals see their group as superior, it can lead to negative attitudes toward those outside the group, ultimately manifesting in discriminatory behavior. This relationship underlines the role of social categorization in shaping prejudiced thoughts and actions.

On the other hand, Allport's contact hypothesis suggests that increased contact between groups can reduce prejudice, provided certain conditions are met, such as equal status and common goals (Allport, 1954). Critics, however, argue that the contact hypothesis may oversimplify the dynamics of prejudice reduction. For example, in practice, mere contact between groups does not always lead to decreased prejudice; there are instances where contact can actually reinforce stereotypes if the experience is negative (Pettigrew & Tropp, 2006). Therefore, while Allport was correct in theory, the application of his hypothesis can be inconsistent, requiring further exploration of contextual factors that can affect intergroup relationships.

Conflict resolution is a crucial skill in both personal and professional environments, as disagreements are inevitable in diverse settings. The belief that conflict must involve screaming or yelling is a misconception; rather, healthy conflict resolution can cultivate understanding and collaboration. Different conflict resolution styles, such as accommodating, avoiding, competing, and collaborating, can significantly shape workplace dynamics (Thomas & Kilmann, 1974). For instance, the collaborating style involves seeking win-win solutions and emphasizing open communication, which is essential in a professional context where teamwork is vital.

When conflicts arise in the workplace, my approach would involve careful listening and active empathy to understand the perspectives of all parties involved. I would assess the situation objectively, prioritize effective communication, and encourage open dialogue. By employing an integrative negotiation process, I would aim to find mutually satisfactory solutions that address the concerns and needs of each party, which can strengthen workplace relationships and contribute to a more positive organizational culture (Fisher & Ury, 1981).

In conclusion, understanding the origins of prejudice can inform our interactions and help us navigate conflict resolution in a constructive manner. Both social identity theory and Allport's contact hypothesis offer valuable insights that can be applied to reduce prejudice and improve communication in diverse environments.

References

• Allport, G. W. (1954). The nature of prejudice. Addison-Wesley.
• Fisher, R., & Ury, W. (1981). Getting to yes: Negotiating agreement without giving in. Penguin Books.
• Pettigrew, T. F., & Tropp, L. R. (2006). A meta-analytic test of intergroup contact theory. Journal of Personality and Social Psychology, 90(5), 751-783.
• Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations (pp. 33-47). Brooks/Cole.
• Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann conflict mode instrument. Xicom.
• Brewer, M. B. (1999). The psychology of prejudice: Ingroup love and outgroup hate? Journal of Social Issues, 55(3), 429-444.
• Nguyen, H. H., & Benet-Martínez, V. (2013). The role of intergroup contact in reducing prejudice: A longitudinal study. Personality and Social Psychology Bulletin, 39(4), 490-503.
• Wright, S. C., Aron, A., McLaughlin-Volpe, T., & Ropp, S. A. (1997). The extended contact effect: Knowledge of cross-group friendships enhances the humanizing of outgroup members. Journal of Personality and Social Psychology, 73(1), 73-90.
• Hewstone, M., & Browning, M. (2009). The nature and origins of prejudice. In C. Stangor (Ed.), Stereotypes and prejudice: Essential readings (pp. 29-47). Psychology Press.