Tag Archives: Susan Fiske

Organizational Trust vs “Only the Paranoid Survive”

Organizational life can be punctuated by uncertainty, leading to mistrust.

Andy Grove

Andy Grove

Intel’s former Chairman, Andy Grove, explained his success in guiding the company through a critical product flaw, which threatened Intel’s brand value, noting “Only the Paranoid Survive.

Christel Lane

Christel Lane

However, organizational paranoia’s counterpoint, trust, is associated with productivity, creative problem-solving, employee commitment and retention, found University of Cambridge’s Christel Lane and Reinhardt Bachman of University of Surrey.

Reinhard Bachmann

Reinhard Bachmann

Likewise, Alan Fox catalogued negative consequences of suspicion in work settings.
Stanford’s Roderick Kramer offered support and caveats to Grove’s pro-paranoia mantra by noting that people in organizations often misconstrue and overvalue suspicions, leading to low collaboration and isolation at work.

Roderick Kramer

Roderick Kramer

He observed that people with fewer resources or less power may engage in self-protective behaviors, accompanied by increased hypervigilance, consistent with findings by Princeton’s Susan Fiske.

Susan Fiske

Susan Fiske

These strategies increase the possibility of “paranoid social cognition,” and may lead people to engage in:

-Personalized construal of interactions,

-Sinister attribution error,

-Perception of conspiracy, highlighted by Rutgers’ Ted Goertzel.

Ted Goertzel

Ted Goertzel

To balance “prudent paranoia” with organizational trust, Kramer recommends considering alternate interpretations from people likely to hold different views, while considering “reality as an hypothesis.”

-*How do you balance organizational trust and “prudent paranoia”?

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©Kathryn Welds

Transference in Everyday Life Biases Memory, Emotions

-*Ever catch yourself re-enacting scenarios from your past, but with different people?

Sigmund Freud

Sigmund Freud

 Sigmund Freud described this experience as “transference,” redirecting feelings toward one person onto a different individual in the present.

The current recipient of feelings may have different characteristics, motivations, and behaviors than the original person, but something about the present individual triggers a repeat of earlier feelings and actions.

Susan Andersen

Susan Andersen

NYU’s Susan Andersen and Alana Baum demonstrated transference in lab studies when they asked volunteers for descriptions of important people in their lives for whom they had positive feelings or negative feelings.
They also presented descriptions of other people’s significant others.

Later, Anderson and Baum described a person seated in the next room, using either the emotionally-positive or emotionally-negative descriptions of someone from the volunteer’s life or someone else’s life.

Participants more accurately recalled the stranger’s description when it resembled their own significant other.
Recall was enhanced because the significant other’s description were memorable, suggesting transference.

B
iased inference and memory are based on “accessibility” and distinctiveness of the earlier triggering memory, according to Anderson’s collaborators Steve W. Cole and Noah Glassman.

Transference is an outgrowth of attachment to others in the past, according to Queens College’s Claudia Chloe Brumbaugh and R. Chris Fraley University of Illinois.

R. Chris Fraley

R. Chris Fraley

Participants learned about two potential dating partners:  One description resembled a romantic partner from the person’s past, and another description matched another participant’s former partner.

These volunteers reported feeling both lmore comfortable and more anxious toward potential dating partners described as similar to previous significant others.
Brumbaugh and Fraley noted that participants “applied attachment representations of past partners” to any potential future partner, and to a greater extent when the new partner was described as resembling an important past partner.

Susan Fiske

Princeton’s Susan Fiske described this transfer of affective responses to a new individual as schema-triggered affect.
Andersen used this framework and a socio-cognitive explanation in a paper with Berkeley’s Serena Chen.

Serena Chen

Serena Chen

People modify views of themselves and others in transference situations, found Katrina Hinkley and Andersen.
Volunteers also demonstrated biased recall about a new person when a representation of an earlier significant other was activated.
Participants’ list of the new person’s attributes changed on re-test to include elements of the self when the participant had been with the former significant person.

Michael Kraus

Michael Kraus

Transference occurs even when a target person possesses an attribute incompatible with the significant other’s characteristics, found University of Illinois’s Michael W. Kraus with Berkeley’s Chen, Victoria A. Lee, and Laura D. Straus.

Participants demonstrated transference in biased memories and judgments about a person they perceived as similar to a former significant other.

This effect was manipulated to elicit positive impressions even when the target was from a different ethnic group.
This suggests that stigma and discrimination may be reduced by evoking positive transference from past experiences to present actors.

Baum and Anderson observed that participants’ transient mood was more positive when the target of their transference resembled their significant other and occupied a similar role to the original person.

Transference in the workplace can be problematic when employees react to one another as they responded to others from the past, introducing unconscious emotional elements to work situations.

-*How do you manage transference reactions in work and social situations?

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©Kathryn Welds