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Conformity, Compliance and Obedience

Conformity, Compliance and Obedience. What is conformity? A change in behavior/opinion due to real or perceived pressure from others. Stand-out points from ch. 2? Do we see conformity in human service settings? Clients as individuals or in groups Staff as a group Funding decisions

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Conformity, Compliance and Obedience

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  1. Conformity, Compliance and Obedience

  2. What is conformity? A change in behavior/opinion due to real or perceived pressure from others. • Stand-out points from ch. 2? • Do we see conformity in human service settings? • Clients as individuals or in groups • Staff as a group • Funding decisions • Policy and procedure discussions • Consequences?

  3. Motivators for conformity Consider from both your perspective and the client’s perspective • Reward and punishment • What might these be in a workplace? • Need for information • How might this occur in a workplace?

  4. What makes us more likely to conform? • Unanimity • Commitment • Accountability • The person and the culture: s-e as a professional? Length of time on the job? Standing in the workplace? • Who are the other people involved? • Experts, high social status, comparable Observe and analyze - http://www.youtube.com/watch?v=OSsPfbup0ac&feature

  5. Responses to social influence • Compliance-power • Reward or punishment driven • Identification-attractiveness • Desire to be like the person • Internalization-credibility • Congruency with our values.

  6. Compliance Behavior or attitude lives only as long as the threat of punishment or the promise of reward is present. Doesn’t involve much thought about the behavior/attitude itself…simply a response.

  7. Identification Lasting behavior/attitude if I continue to admire/value/like the person I’m conforming to. May diminish because others become more important, more desirable. May diminish because it becomes more important to me to be right.

  8. Internalization We take on as our own the belief or the attitude – no longer depends on reward/punishment or the model’s influence.

  9. Read the article “Mentoring Marines…” • In small groups: • Discuss the article and analyze what conditions might increase conformity. Identify two examples. • In what ways are compliance, identification and internalization relevant to this situation? • With what other social problems could we take the approach described in the article?

  10. Read the article “Mentoring Marines…” • In small groups: • Discuss the article and analyze what conditions might increase conformity. Identify two examples. • In what ways are compliance, identification and internalization relevant to this situation? • With what other social problems could we take the approach described in the article?

  11. Strategizing • Brainstorm work situations where conformity may pose problems. • You’ll be assigned a concept; develop a short skit that demonstrates the concept in one of the work situations. • After the skit, explain what’s going on.

  12. Letting things go…the Bystander Effect and Social Problems What are some situations in which ordinary people could take action and reduce a negative outcome? • Violence • Acquaintance rape • Interpersonal violence

  13. Key factors • Is this an emergency? • Is anyone else around? • Are they getting involved? • Is there group cohesion? • Will I see these people later? • Am I responsible? • What is the cost to me of getting involved? • Will I be useful? • What are the costs/benefits of not helping? • Do I share a common fate?

  14. SEXUAL VIOLENCE PREVENTION • THROUGH BYSTANDER • EDUCATION: AN EXPERIMENTAL • EVALUATION • Victoria L. Banyard, Mary M. Moynihan, and • Elizabethe G. Plante • University of New HampshireJOURNAL OF COMMUNITY PSYCHOLOGY, Vol. 35, No. 4, 463–481 (2007)

  15. Study details • 3 groups, control, 1 session and 3 session • Intervention included: knowledge, role of bystander, role playing. • Measures included: sexual assault knowledge, rape myth acceptance, efficacy scale, bystander attitudes, bystander behavior, decisional balance.

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