Module IV·Article III·~1 min read
Intergroup Conflicts and Prejudices
Group Dynamics and Social Influence
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Minimal Group Differences
Henri Tajfel demonstrated: people need only the slightest excuse to divide into groups—after which they favor their “own” and discriminate against “outsiders.” Dividing into “red” and “blue” teams already creates in-group bias.
In-group bias: we overestimate the achievements of our own group and underestimate the achievements of others. “We” are good and diverse. “They” are bad and homogeneous.
Sources of Intergroup Conflict in Organizations
- Competition for resources: departments compete for budget, management attention
- Different goals: sales vs production, marketing vs finance
- Informational isolation (silos): each group sees only its own part of the picture
- Status differences: experienced vs new, headquarters vs regions
Reducing Intergroup Hostility
Contact hypothesis (Allport): direct contact between groups under certain conditions reduces prejudices: equal status, common goals, cooperation, support from institutions.
Superordinate goals: a shared threat or challenge requiring joint efforts drastically reduces intergroup hostility. Sherif’s classic experiment: rival camp groups united in the face of a common problem.
Perspective-taking: intentionally attempting to understand the motives and tasks of the other group.
Practical Assignment
Identify the main intergroup conflict in your organization or environment. (1) What is its source? (2) How does in-group bias distort the perceptions of both sides? (3) What superordinate goal could be used to create cooperation?
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