Category Archives: Thinking

Cognition

Rationalisation: Coping or Complacency?

Sigmund Freud, Ernest Jones

Rationalisation was described by Freud biographer and psychoanalyst Ernest Jones as an unconscious maneuver to provide plausible explanations for unacceptable behaviour, motives, or feelings.

Gil Diesendruck

Children as young as ages four to six demonstrated this tactic in experiments by Bar-Ilan University’s Avi Benozio and Gil Diesendruck.

The research team found that young children learned to “reframe” disappointing circumstances.
This approach is often used by older people to reduce uncomfortable cognitive dissonance, described in classic studies by New School’s Leon Festinger.

Leon Festinger

In Benozio and Diesendruck’s experiments, children ages three, four, five and six years old completed tasks in exchange for stickers that varied in attractiveness to each age group.

Participants could invest considerable effort or minimal work in activities and could choose to keep these prizes or give them to another person.

Six year olds who invested substantial effort to obtain attractive rewards were less likely to relinquish stickers to others.

Elliot Aronson

When six year olds applied significant effort to obtain less desirable rewards, they also distributed fewer to others, but their reasoning differed.

They adjusted their appraisal of the less attractive stickers, judging these prizes as more appealing.
In contrast, four year olds discarded stickers rather than bolstering the value of the stickers.

Aesop

These differences suggest that children learn to rationalize by age six and continue using this strategy into adulthood, and validated by Stanford’s Elliot Aronson and the U.S. Army’s Judson Mills.

Their studies validated Aesop‘s observation of “sweet lemons” and “sour grapes” in the well-known fable The Fox and the Grapes.

To evaluate a possible relationship between cognitive dissonance and rationalization, UCLA’s Johanna M. Jarcho and Matthew D. Lieberman with Elliot T. Berkman of University of Oregon conducted fMRIs while participants responded to measures of attitude change linked to cognitive dissonance.

Joanna Jarcho

Joanna Jarcho

Brain activity showed significantly increased rapid reappraisal pattern used in emotional regulation, suggesting that rationalization may be an automatic coping mechanism rather than an unconscious defense mechanism.

Reinhold Niebuhr

Reinhold Niebuhr

Benozio and Diesendruck noted that this adaptive capacity could lead to complacence instead of working to change negative circumstances, articulated in the well-known Serenity Prayer attributed to Yale’s Reinhold Niebuhr:

…grant me the serenity to accept the things I cannot change,
The courage to change the things I can,
And the wisdom to know the difference.

-*To what extent is rationalisation a logical error?
-*How effective is rationalisation as an emotional regulation strategy?

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©Kathryn Welds

Range Offers vs Point Offers for Better Negotiation Settlements

Daniel Ames

Daniel Ames

Many people avoid making negotiation offers as a range of values, because they expect that co-negotiators will “anchor” on the range’s lower value or higher value. 

Malia F Mason

Malia F Mason

However, range offers led to stronger outcomes in experiments by Columbia University’s Daniel R. Ames and Malia F. Mason.
This team suggested that these “dual anchors” signal a negotiator’s value awareness and politeness.

Range offers and point offers have varying impacts, depending on the proposer’s perceived preparation, believability, respectfulness, and reasonableness.

Negotiators’ credibility, interpersonal style, and understanding of value  were associated with the anchor value’s influence on agreements.

Ames and Mason tested three types of negotiation proposal ranges:

  • Bolstering Range in which the target point value as the bottom of the range and an aspirational value as the top of the range.
    This strategy usually yields generous counteroffers and higher settlement prices. They recommend using Bolstering Range Offers in negotiations.  
  • Backdown Range features the target point value as the upper end of the range and a concession value as the lower offer.
    This approach often leads to accepting the lower value and they do not recommend this approach.
  • Bracketing Range includes the target point offer and often has neutral settlement outcomes for the offer-maker.
    This tactic can be perceived by co-negotiators as more collaborative and less aggressive.
Martin Schweinsberg

Martin Schweinsberg

Extreme anchors are often seen as aggressive and unrealistic, may lead to negotiation breakdown, according to INSEAD’s Martin Schweinsberg with Gillian Ku of London Business School, collaborating with Cynthia S. Wang of University of Michigan, and National University of Singapore’s Madan M. Pillutla.
Even experienced, skillful negotiators said they were offended by extreme offers.
Likewise, less capable negotiators were more likely to walk away from these negotiations.

Gilliam Ku

Gilliam Ku

Point offers and range offers operated independently and interacted to  influence settlement values. 
They concluded that Bolstering Range Offers imply the co-negotiator’s reservation price and can positively influence negotiation outcomes, whereas Precise Offers influence the perception of offer credibility

  • When do you present a precise negotiation offer instead of a negotiation range?

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Group “Intelligence”=Social Skills+Number of Women Members

Anita Wooley Williams

Anita Wooley Williams

A group’s “general collective intelligence factor” is related to social and communication skills, NOT to the average individual intelligence or even maximum individual intelligence of group members, found Carnegie Mellon’s Anita Williams Woolley, Christopher F. Chabris of Union College, with MIT colleagues Alex (“Sandy”) Pentland, Nada Hashmi, and Thomas W. Malone.

Group intelligence was most closely associated with:

  • Group member social sensitivity and empathy,
  • Equal conversational turn-taking,
  • Proportion of females in the group.
Christopher Chabris

Christopher Chabris

Nearly 700 volunteers completed an individual I.Q. test, then worked in teams on tasks including:

  • Logical analysis,
  • Coordination,
  • Planning,
  • Brainstorming,
  • Moral-ethical reasoning.
Simon Baron-Cohen

Simon Baron-Cohen

Each participant also completed a measure of empathy and social reasoning based on identifying emotional states portrayed in images of people’s eyes.

This instrument, Reading the Mind in the Eyes, was developed by University of Cambridge’s Simon Baron-Cohen, Sally Wheelright, Jacqueline Hill, Yogini Raste, and Ian Plumb.

Reading the Mind in the Eyes

Sally Wheelright

Individuals’ ability to infer other team members’ emotional states correlated with team effectiveness in solving workplace tasks, but not with extraversion or reported motivation.

Teams that performed best in online and face-to-face situations, also demonstrated stronger social and communication skills:

  • Accurate emotion-reading, empathy, and interpersonal sensitivity,
  • Communication volume,
  • Equal participation.

David Engel

High-performing teams accurately inferred others’ feelings even when emotional state was conveyed without visual, auditory, or non-verbal cues, reported Wooley’s team collaborating with MIT’s David Engel and Lisa X. Jing.

CONCLUSION: Teams increase task performance when members have well-developed “Emotional Intelligence,” social insight, and communication skills and when there is a high proportion of women in the team.
These factors are more important than when members have the highest average IQ. 

  • How do you enhance a work group’s collective intelligence in performance tasks?

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©Kathryn Welds

Confident Cluelessness = The Dunning-Kruger Effect

Stav Atir

Stav Atir

The Dunning-Kruger effect describes people’s overestimate of their own expertise and their unawareness of their incompetence in grammar, emotional intelligence, logical reasoning, firearm safety, debating, and financial acumen.

Emily Rosenzweig

Emily Rosenzweig

Cornell’s Stav Atir and Emily Rosenzweig of Tulane asked volunteers if they were familiar with concepts like centripetal force and photon as well as fictitious terms including plates of parallax, ultra-lipid, and cholarine.

About 90% of participants claimed some knowledge of at least one of the nine fake concepts.
People who thought they were most knowledgeable also said they recognized more of the meaningless terms.

David Dunning

David Dunning

Atir and Rosenzweig concluded that low performers lack insight about their skill deficits because they ”don’t know what they don’t know.”

Another study, by University of California San Diego’s Elanor Williams, Justin Kruger of NYU, and Cornell’s David Dunning asked volunteers to complete a logical reasoning task, an intuitive physics problem, and a financial challenge.

Elanor Williams

Elanor Williams

Participants who achieved no correct answers expressed the same degree of confidence as the most able performers.

Deborah Keleman

Deborah Keleman

Even 80 professionally-credentialed physical scientists at top universities provided a number of inaccurate purpose-based (“teleological”) explanations about “why things happen” in the natural world. 
These results are noteworthy because most physical scientists’ reject the validity of purpose-based explanations for natural phenomena.

Joshua Rottman

Joshua Rottman

When these professional scientists provided explanations under time constraints, they were twice as likely to endorse inaccurate rationales, reported Boston University’s Deborah Kelemen, Joshua Rottman, and Rebecca Seston.

Rebecca Seston

Rebecca Seston

Scientists were equally likely as humanities scholars to endorse inaccurate arguments. 

Both high and low achievers made judgments said they felt confident because they had a clear rationale for decisions, even though these were “intuitive rules” rather than empirically-based.
Williams’ team concluded, Rule-based confidence is no guarantee of self-insight into performance.”

Most people seem to hold pseudo-scientific explanations as “a default explanatory preference,” a mindset that could explain the appeal of myth and religion across cultures.

Justin Kruger

Justin Kruger

Similarly, people who filed for bankruptcy said they had high confidence in their financial acumen, although their real-life financial management skills didn’t keep them solvent.

More than 25,000 people rated their financial knowledge and completed the 2012 National Financial Capability Study, conducted by the Financial Industry Regulatory Authority with the U.S. Treasury.
Of these, 800 respondents said they filed bankruptcy within the previous two years.

Bankruptcy filers achieved financial knowledge scores in the lowest third of respondents, but they rated their knowledge more positively than financially-solvent respondents.
Nearly a quarter of the recently bankrupted respondents gave themselves the highest possible rating, whereas only 13 percent of financially-solvent respondents were equally confident.

Most people hold a positive view of their capabilities even when faced with contrary evidence.
However, women may hold an unrealistically modest view of their capabilities despite affirming feedback.
These biases in self assessment suggest the importance of realistic recalibration of confidence, aligned with consensual feedback.

-*How do you minimize the risks of “Clueless Confidence”?

-*How can systematic underestimates of competence be reduced to increase “Realistic Confidence”?

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Useful Fiction: Optimism Bias of Positive Illusions

Least Skillful Performers May Have Greatest Illusions of Competence

©Kathryn Welds

Creating Productive Thought Patterns

Albert Ellis

Albert Ellis

Leaders’ actions actions are influenced by unspoken self-talk.
Sometimes, these thoughts are self-critical and provoke anxiety.

Aaron Beck

Aaron Beck

Cognitive Behavior Therapy (CBT), developed by University of Pennsylvania’s Aaron Beck, provides a systematic way to notice and restructure “irrational self-talk.
Similar approaches were developed by Albert Ellis in Rational-Emotive Therapy (RET), and David Burns in his synthesis of CBT and RET.

David Burns

David Burns

Arizona State University’s Charles Manz and Chris Neck  translated these self-management processes to managerial development.
They outlined a Thought Self-Leadership Procedure as a five-step circular process:

Charles Manz

Charles Manz

1. Observe and record thoughts,

2. Analyze thoughts for potential errors in reasoning (jumping to conclusions, exaggeration),

3. Substitute alternate positive, realistic, plausible, acceptable thoughts,

4. Monitor personal reactions to these thoughts,

5. If more negative thoughts appear, continue to substitute the more productive thoughts.

Screenshot 2023-03-04 at 10.06.57

John Crimmins

John Crimmins

Other recommendations to manage thoughts about stressful situations were distilled by John Crimmins of Behaviour Institute in coaching people at work.

He suggested asking the following questions:

  • How do I know if this thought is true?
  • What evidence do I have to support this thought or belief?
  • How can I test my assumptions/beliefs to find out if they’re accurate?
  • What would a trusted friend say about these thoughts?
  • How is this thought helpful now?
  • What other ways that I can think about this situation?
  • What would a friend say when I blame myself in this situation?
  • What would I say to a friend who was in this situation?
  • What would a friend say to me when I take this situation personally?
  • How can I consider this situation on a continuum rather than in either-or terms?

-*What practices do you use to develop and apply productive thought patterns?

©Kathryn Welds

Career “Planning” = Career Improvisation

In “VUCA world,” described by the U.S. Army War College as volatile, uncertain, complex, ambiguous environments, career “planning” occurs under rapidly-shifting conditions.

As a result, it is difficult to  meaningfully respond to the interview question: “What are your career plans for the next five years?

Kathleen Eisenhardt

Planning is most suited to relatively certain circumstances when processes and decisions are linear, argued Stanford’s Kathleen Eisenhardt and Behnam Tabrizi.

In contrast, frequently-changing or uncertain conditions require improvisation, frequent testing, and revision.

Behnam Tabrizi

Iterative exploration, rapid prototyping/experimentation, and testing are used in agile software development and are applicable to rapid changes in economic, political, and technology changes that affect career paths.

Alison Maitland

University of London’s Alison Maitland and Peter Thomson offered this perspective in Future Work: How Businesses Can Adapt and Thrive In the New World of Work,

Related views on using flexible “planning” in career development come from Deloitte’s Cathy BenkoMolly Anderson, with Anne Weisberg of Paul, Weiss, Rifkind, Wharton & Garrison LLP in their model of The Corporate Lattice: Achieving High Performance in the Changing World of Work and Mass Career Customization: Aligning the Workplace with Today’s Nontraditional Workforce.

-*When have you found it more useful to “improvise” instead of “plan” your career?
-*What are the benefits of career “improvisation”?

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©Kathryn Welds

“Strategic Umbrage” as Negotiation Strategy

Daniel R Ames

Daniel R Ames

Negotiation assertiveness style and understanding how others perceive assertive behaviours can determine success in bargaining, according to Columbia University’s Daniel Ames and Abbie Wazlawek.

Individuals who apply more assertiveness than required to achieve their goals have less-accurate self-perception than less assertive people, and both groups experience “self-awareness blindness.

Abbie Wazlawek

Abbie Wazlawek

A mismatch between negotiation partners’ ratings of appropriate assertiveness was linked to poorer negotiation outcomes for both parties.

Nearly 60% of negotiators who were rated as appropriately assertive but felt over-assertive (“line-crossing illusion”) negotiated the inferior deals for themselves and their counterparts. 

This finding suggests that disingenuous emotional displays (such as “strategic umbrage” – feigned anger) were associated with a negotiation partner seeking the first acceptable deal
This reduces the opportunity to achieve an optimal outcome for both participants.

Jeffrey Kern

Jeffrey Kern

Negotiators can increase their accuracy in judging their negotiation partner’s impression of their degree of assertiveness in the negotiation, (“meta-perception“) by:

-Participating in 360 degree feedback,

-Increasing skill in listening for content and meaning,

Considering whether negotiation proposals are reasonable in light of alternatives,

-Requesting feedback on reactions to “strategic umbrage” displays to better understand perceptions of “offer reasonableness,

-Evaluating costs and benefits of specific assertiveness styles.

Gary Yukl

Over-assertiveness may provide the benefit of “claiming value” in a negotiation but may lead to ruptured interpersonal relationships, according to Jeffrey M. Kern of Texas A&M, SUNY’s Cecilia Falbe and Gary Yukl.

Cultural norms for assertiveness vary across countries. 
In “low context” cultures like Israel, dramatic displays of emotion and assertion are  expected in negotiations.
In contrast, “high context” cultures like Japan, require more nuanced assertiveness, with fewer direct disagreements and fewer “strategic umbrage” displays, according to Edward T. Hall, then of the U.S. Department of State.

Edward T Hall

Edward T Hall

Under-assertiveness may minimise interpersonal conflict, but may lead to poorer negotiation outcomes and undermined credibility in future interactions, according to Ames’ related research.

To augment a less assertive style, he suggested:

  • Set slightly higher goals,
  • Reconsider assumptions that greater assertion leads to conflict,
  • Increase proactivity to show respect and improve outcomes,
  • Observe outcomes when collaborating with more assertive other people.

To modulate a more assertiveness style:

  • Make slight concessions to increase trust with others,
  • Evaluate the outcomes when collaborating with less assertive other people.

*How do you match your degree of assertiveness to negotiation situations?

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©Kathryn Welds

Attractive Men May Appear Competent, But May Not Be Hired in Competitive Situations

Sun Young Lee

Sun Young Lee

Previous blog posts documented bias favouring attractive people for hiring, venture funding, and positive impressions by others.

Capable but less attractive individuals may encounter “workplace attractiveness discrimination,” reported Sun Young Lee of University College London, University of Maryland’s Marko Pitesa, Madan Pillutla of London Business School, and INSEAD’s Stefan Thau.

Marko Pitesa

Marko Pitesa

Their studies found that people making employment decisions show systematic selection bias based on candidates’ perceived attractiveness and organizational context.

Selection bias can occur when observers associate unrelated characteristics (gender, ethnicity, national origin, attractiveness) with expectations for work performance (“status generalization”).

Murray Webster

Murray Webster

These assumptions may occur without conscious awareness and without evidence, and can result in group inequalities, according to University of South Carolina’s Murray Webster and Martha Foschi.

James Driskell

James Driskell

Unrelated characteristics, including attractiveness, significantly affected face-to-face interactions in group task experiments by Webster and University of South Carolina colleague James Driskell.

Martha Foschi

Martha Fosch

Decision makers associated attractiveness with competence in male candidates but not in female candidates in one of Lee’s studies.

Interpersonal interdependence occurs when perceived attractiveness affects people’s decisions and actions, according to UCLA’s Harold Kelley and John Thibaut of University of North Carolina.

John Thibault

John Thibault

Lee’s group studied this relationship by assigning male and female volunteers to simulated employment selection situations.
Participants “interviewed” and provided “hiring recommendations” for “job candidates.”
Interviewers were told they would be collaborating for shared team rewards BUT competing for recognition, promotions, commissions, and bonuses.

Madan Pillutla

Madan Pillutla

Volunteers evaluated two similar resumes accompanied by photos of an “attractive” applicant and an “unattractive” candidate.
Next, assessors answered questions about the person’s competence, likely impact on the rater’s success, and their likelihood of recommending the candidate for the position.

When the decision-maker expected to cooperate with the candidate, male candidates who were perceived as more attractive were:

-judged as more competent,
-seen as more likely to enable the evaluator’s career success,
-more frequently recommended for employment.

Stefan Thau

Stefan Thau

However, when decision makers expected to compete with the candidate, attractive male candidates were rated as less capable.
Evaluators less frequently recommended attractive male candidates for employment, suggesting a systematic bias to preserve the evaluator’s place in the workplace hierarchy.

Attractive and unattractive female candidates were judged as equally competent, but attractive male candidates were rated as much more competent than unattractive male candidates.

Subsequent studies provided evaluators with candidates’ age, race, education and headshot to consider in selecting their competitor or collaborator in a tournament task.
Decision-makers preferred attractive male or female candidates unless their personal outcomes were affected by the selection decision.

These studies suggest that attractiveness discrimination is “calculated self-interested behavior” in which men sometimes discriminate in favor and sometimes against attractive males.

-*How do you align with “calculated self-interest behavior” to mitigate bias?

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©Kathryn Welds

Loneliness as Health Risk; Reframing Can Help

Julianne Holt-Lundstad

Julianne Holt-Lundstad

Loneliness increases mortality risk by 26 percent, comparable to health risks of obesity, cigarette smoking, and excessive alcohol use, according to Brigham Young University’s Julianne Holt-Lunstad, Timothy B. Smith, Mark Baker, Tyler Harris, and David Stephenson.
Loneliness harms people’s health in addition to triggering emotional discomfort.

Timothy Smith

Timothy Smith

Loneliness and social isolation differ.
Some people report feeling lonely in the presence of others, whereas socially isolated people may not report loneliness.
However, both loneliness and social isolation increased risk for mortality in a meta-analysis of more than 3 million participants in studies of loneliness, social isolation, and living alone.

Megan Knowles

Megan Knowles

Lonely individuals benefited more from learning to cope with social performance anxiety than from developing social skills, found Franklin & Marshall College’s Megan L. Knowles, Gale M. Lucas of University of Southern CaliforniaFlorida State University’s Roy Baumeister, and Wendi L. Gardner of Northwestern.

Gale M. Lucas

Gale M. Lucas

More than 85 volunteers completed a loneliness self-report, then identified emotions expressed on computer-presented faces.
Self-described lonely people out-performed non-lonely people when social sensitivity tasks were described as measures of “academic aptitude.”

Roy Baumeister

However, lonely participants performed worse when tasks were presented as tests of “social aptitude.”
These volunteers also reported difficulty forming and maintaining friendships, suggesting that social anxiety leads to “choking” in social “performance” situations.
The result is continued loneliness.

Wendi Gardner

Wendi Gardner

Lonely people may be more socially competent than the non-lonely: They were more skilled at remembering social information in studies by Northwestern’s Wendi L. Gardner, Cynthia L. Pickett of University of California Davis, and Ohio State University’s Marilynn B. Brewer.
The team assessed social recall by presenting volunteers with a simulated computer chat task that provided brief acceptance or rejection experiences, then a diary containing both social and individual events.

Cynthia L. Pickett

Cynthia L. Pickett

When social anxiety could be reattributed to an external cause , task  performance increased.
Volunteers consumed a non-caffeinated energy beverage and were told that any jitters they might experience could be attributed to the “caffeine” they’d just consumed.
This explanation provided a plausible but false rationale for anxious feelings.

Alison Wood Brooks

Alison Wood Brooks

Similarly, Harvard’s Alison Wood Brooks found that reframing nervousness as “excitement” helped people perform better on stressful tasks.

An additional coping approach for lonely people is modifying personal mindsets following social loss cues.

Carol Dweck

Carol Dweck

Fixed mindset, identified by Stanford’s Carol Dweck, is a belief that personal capabilities are limited to present capacities.
This perspective is similar to
security-oriented, prevention-focused behaviors of lonely people observed by University of Southern California’s Lucas with Knowles, Gardner, Daniel C. Molden and Valerie E. Jefferis of Northwestern.
This mindset can lead to fear, anxiety, protectiveness and guardedness.

Daniel Molden

Daniel Molden

In contrast, growth mindset is similar to promotion-focused responses like attempts at social engagement.
This developmental mindset holds that personal capabilities can expand based on commitment, effort, practice, instruction, and correcting mistakes.
This view enables teamwork, collaboration, and social interaction.

Marilynn Brewer

Marilynn Brewer

To demonstrate these effects, Lucas’s group gave volunteers cues of acceptance or rejection.
People who received positive primes were more likely to develop a promotion-focused growth mindset.
These participants also reported more effective social thoughts, intentions, and behaviors.

People who experience social anxiety and loneliness can reduce social avoidance by reframing discomfort as “excitement” and by embracing learning and new experiences in a growth mindset.

-*How do you manage loneliness?

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©Kathryn Welds

Workplace Incivility is Contagious, Damaging

James Bartlett

James Bartlett

Workplace incivility has measurable negative consequences including reduced employee engagement and productivity, according to North Carolina State University’s James E. Bartlett and Michelle E. Bartlett with Florida Atlantic University’s Thomas G. Reio.

Trevor Foulk

Trevor Foulk

Rudeness in the workplace is contagious and leads people to be vigilant for subsequent slights, reported University of Florida’s Trevor Foulk, Andrew Woolum, and Amir Erez.
They suggested that low-level workplace hostility enables similar behavior throughout the organization, leading to eroded culture and productivity.

Andrew Woolum

Andrew Woolum

Ninety volunteers practiced negotiation with partners, and those who rated their initial negotiation partner as rude were more likely to be rated as rude by a subsequent partner.

Participants seemed to assimilate and convey the first partner’s rudeness.
The effect persisted during the week between the first and second negotiations.

Amir Erez

Amir Erez

Foulk’s team staged interactions between an apologetic late-arriving participant and the study leader, who responded neutrally or rudely.
Then, volunteers completed a timed task to distinguish real words from nonsense words.

Participants who observed the leader’s rude response more quickly identified rude words in a task than participants who had observed the neutral interaction.
Observing rude interactions can “prime” people’s awareness and sensitivity to future uncivil interactions.

Walter Mischel

Walter Mischel

People who witnessed rudeness were more likely to be rude to others, confirming the impact of observing aggression on future behavior, earlier demonstrated in often-cited “Bobo” experiments by Stanford’s Walter Mischel, Dorothea Ross and Sheila Ross.

Mischel's experiment with Bobo doll

Mischel’s experiment with Bobo doll

Foulk’s group also observed this priming effect when volunteers watched a video of a rude workplace interaction, then answered a fictitious customer neutral-toned email.
Participants’ responses were more likely to be hostile than those who viewed a polite interaction before responding.

Rudeness will flavor the way you interpret ambiguous cues,” noted Foulk, who contended that harsh interactions can reduce collaboration and trust in the workplace.

-*How do you stop the spread of workplace incivility?

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©Kathryn Welds