Monthly Archives: August 2013

Biased Time Perception – Mind Time, Clock Time, and Einstein

Albert Einstein

Albert Einstein

Eminent physicist and everyone’s favorite genius, Albert Einstein, suggested that most people have a biased perception of time: “The distinction between past, present and future is an illusion, although a persistent one.”

Molly Harrower

Molly Harrower

More than half a century after Einstein’s groundbreaking theories of relativity a pioneering psychologist   Rorschach expert Molly Harrower illustrated the emotional component of time perception in a poem she wrote during a time of personal transition and loss:

Molly Harrower-Therapy of poetryAccording to Einstein,
The faster we travel
The slower time passes
But the loneliness factor
Is constant

Wilhelm Wundt

Wilhelm Wundt

By the time that Harrower published her The Therapy of Poetry in 1972, experimental psychologists from Wilhelm Wundt to Paul Fraisse and Kurt Lewin measured the psychophysics of time perceptions.

Philip Zimbardo

Philip Zimbardo

Stanford’s Philip Zimbardo with John Boyd extended this work to demonstrate how time perspective – whether past, present or future and tinged with negative or positive emotion – is related to differences in school completion, health behaviors including smoking, drinking, drug use, contraception and driving, coping with homelessness and job search.

John Boyd

John Boyd

Zimbardo became well-known following the disturbing results of the Stanford Prison Experiment, and later began investigating subjective Time Perspective (TP) using a self-report inventory

They identified six time perspectives:

  • Positive Past
  • Negative Past
  • Hedonistic Present
  • Fatalist Present
  • Future
  • Transcendental Future

Philip Zimbardo - Ideal Time PerspectiveZimbardo and Boyd suggested an optimal orientation to time includes a calibrated perspective across the six time orientations.

Citing his own childhood in the South Bronx, Zimbardo argued that schools convert Present Hedonists into Future-oriented time perceivers, and increase opportunities for economic advancement.

Robert Levine

Robert Levine

Robert Levine of California State University, Fresno, differentiated among measured time and subjective time by defining:

  • Clock time
  • Event time
  • Natural time

He asked how people use time in different regions, and the impact of these choices on relationships and health.
Like Zimbardo and Boyd, he advocates developing the ability to move across time orientations and time-related behaviors.

Claudia Hammond

Claudia Hammond

Some of these time perspectives can include subjective biases, including an “elastic” experience of time – sometimes shorter or longer than clock time, according to the BBC’s Claudia Hammond.

She identified several biases in time perception, such as overestimating elapsed time during a frightening experience and shortening of perceived time during a pleasant experience or as one ages.

Douwe Draaisma

Douwe Draaisma

One explanation for the feeling like time accelerates as one gets older is the “proportionality theory“, according to University of Groningen’s Douwe Draaisma.

In this view, a year – 365 days most years – can feel brief when one is 40 years old and has already lived almost 14,600 days.
The same year might feel longer to an 8 year old who had lived almost 2920 days, because it is a larger proportion of experienced time.

Vincent Prohaska

Vincent Prohaska

Another time perception bias is “forward telescoping,” the feeling that past events occurred more recently than they actually did, according to Lehman College’s Vincent Prohaska with colleagues Norman Brown and Robert Belli.
Reverse telescoping” refers to past events of the same elapsed time that seem to have taken place even longer ago.

The Holiday Paradox is another time perception anomaly in which time away from one’s usual routine feeling like it passed both quickly and occurred over a long period of time, perhaps due to the concentration of new experiences and the need to concentrate on processing novel information.

Similarly, “Reminiscence Bump” enables many people to recall experiences between 15 and 25, including prominent news events and cultural trends including music, attire, interests.

University of Chicago’s Norman Bradburn suggested that these distortions may occur because many experiences during memorable or “critical” developmental periods are usually novel, distinctive, personally-involving, and emotionally-tinged.

Because these events were memorable, they may seem to have occurred more recently because people often associate clearer memories with more recent occurrences.
This “inner chronometry” of time tracking can be distorted by emotions, attention, expectations, task demands, and even ambient temperature, according to “the Clarity Hypothesis” to explain these perceptual biases.

-*How do you mitigate time biases?
-*How have you seen these time biases affect and relate to other areas of life?

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Role Pioneers May Encounter “The Glass Cliff”

Sally Ride

Sally Ride

Marissa Mayer

Marissa Mayer

Holding a role usually occupied by the other gender can lead to significant media coverage, such as Sally Ride’s selection as an astronaut or Marissa Mayer’s appointment as CEO of Yahoo while in the later stages of her first pregnancy.

However, incumbents of roles usually held by people of the other gender can evoke harsh judgments about competence and suitability for leadership roles, according to Yale’s Victoria Brescoll and Erica Dawson with Eric Luis Uhlmann of HEC Paris.

Victoria Brescoll

Victoria Brescoll

This effect was most noticeable when both male and female leaders in “gender-incongruous” roles made minor errors in experimental studies.
Both male and female evaluators judged minor mistakes as indicators of role incompetence when male and female leaders held jobs typically performed by the other gender.

Erica Dawson

Erica Dawson

Brescoll, Dawson and Uhlmann suggested that “gender-incongruous” roles are seen as “ambiguous” by observers, leading to uncertainty, and negative assessments to “restore implicit order.”
The team referred to this rater bias as the “glass cliff effect.”

The researchers concluded that “the high status and senior leadership achieved by both men and women in gender-incongruent roles is fragile, vulnerable and unstable.”

Eric Luis Uhlmann

Eric Luis Uhlmann

This effect may be due to both the role’s gender incongruity and high status.
An earlier blog post highlighted Alison Fragale’s demonstration that higher status individuals are judged more harshly than lower status people when they make the same mistakes.

Alison Fragale

Alison Fragale

Her team at University of North Carolina found that observers in two experiments attributed greater intentionality, malevolence, self-concern to the actions of high status wrongdoers – and recommended harsher punishment for the same actions that earned lower status people “the benefit of the doubt.”

Although Brescol, Dawson and Uhlmann did not offer recommendations to mitigate the risks of being a pioneer in holding non-traditional job roles, Fragale’s team found that high status wrongdoers could protect from the impact of subsequent mistakes by demonstrating, warmth and concern for others and engaging in charitable giving.

Other strategies to consider include:

  • Cultivating strong executive alliances and sponsorship
  • Assembling a risk mitigation team to provide expert messaging during a crisis, focusing on external attributions of the error
  • Balancing demonstrated competence with the “humanness” of a small error
  • Offering plans for future action unrelated to the error to demonstrate decisive leadership and action-orientation.

-*What approaches are most effective to mitigate “The Glass Cliff”?

RELATED POSTS:
Women’s Likeability – Competence Dilemma: Overcoming the Backlash Effect

 

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Executives with Daughters and Sisters: More Generous?

Michael Dahl

Michael Dahl

Cristian Dezső

Cristian Dezső

Male CEOs paid employees more after the birth of their first child when it is a daughter, but paid employees an average of $100 less annually after the birth of a son, according to Michael Dahl of Aalborg University with University of Maryland’s Cristian Dezső and David Gaddis Ross of Columbia Business School in their study of more than 10,000 Danish companies between 1996 and 2006.

David Gaddis Ross

David Gaddis Ross

Female employees typically received higher wages after the birth the CEO’s first child of either gender, and were less adversely-affected than their male colleagues by wage decreases after the birth of CEOs’ children.

Paul Van Lange

Paul Van Lange

People with more sisters tended to show more generous “pro-social” behaviors in laboratory studies of 600 volunteers who played a simulation game requiring decisions about resource-sharing with strangers, according to Paul Van Lange of Free University in Amsterdam with colleagues Ellen De Bruin, Wilma Otten, and Jeffrey Joireman of Washington State University.

Jeffrey Joireman

Jeffrey Joireman

Alice Eagly at Northwestern University suggests that men with sisters are significantly more likely to help others, based on her meta-analysis of 172 research studies.

Alice Eagly

Alice Eagly

In addition, she noted that men tend to help women more than other men.

Men behaved more generously when the cost was minimal in a modified dictator game, according to James Andreoni at the University of California, San Diego and Lise Vesterlund at the University of Pittsburgh.

James Andreoni

James Andreoni

In contrast, they noticed that women demonstrated greater generosity when the cost was high.

Lise Vesterlund

Lise Vesterlund

Andreoni and Vesterlund suggest that men are more responsive to price changes when mens “demand curves for altruism” cross those of women.
As a result, in this lab simulation, men behaved either extremely generously or selfishly, but women shared gains more equally.

Women’s direct presence on corporate boards – rather than their influence as sisters or daughts –  was correlated with increased economic value, according to Dezső  and Ross’s evaluation of the S&P 1,500 firms’ financial performance between 1992 and 2006.
Boards that included women generated an average of 1 percent more economic value – more than $40 million each – when the firm’s strategy is focused on innovation.

-*What corporate impact have you seen of male executives with daughters and sisters?

RELATED POSTS

Twitter:    @kathrynwelds
Blog: – Kathryn Welds | Curated Research and Commentary
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