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Abstract
Arab, Asians and Anglo Australians are examined across stereotypes and dimensions of competence and warmth. Stereotyping is an automatic response and is present even though the subject denies it consciously according to John Divido. The study across a population of 223 Anglo Australian individuals established a clear bias against Asians and Arabs on both the dimensions of competence and warmth. Surveys conducted along attributes of intelligence, education and likeability clustered around these two dimensions of warmth and competence for almost all representative social groups. It was also established that competence and warmth are inversely related and increase in one attribute leads to decrease in the other dimension. Further external or outgroups are generally perceived as lower in competence than ingroups. Also persons lower in social strata are perceived as higher in warmth while those higher in competence are perceived as lower in warmth.
Introduction
This report aims at establishing linkage between stereotypes three primary nationals of Arabs, Asians and Anglo Australians of cross cultural dimensions of competence and warmth. Stereotyping is automatic, even when one is consciously not trying to categorize other individuals, mostly on the basis of sex and race, according to John Divido, a Professor of Psychology (Stossel & Kendell, 2006). Stereotyping classification is automatic and almost involuntary, children start having preconceived notions about people different from themselves almost probably the cultural upbringing and peers coerce decision making and we end up stereotyping without even being aware of it. Harvard University Implicit Association Test measures racial bias when pictures of white and colored faces are flashed with random words that have positive and words with negative connotation and the test designers claim that the test brings out what is in the subjects subconscious (Stossel & Kendell, 2006).
Stereotypes Susan and Amy from Princeton university (Susan et. al 2002) and other researchers have argued that stereotypical dimensions can be modeled by the attributes of competence and warmth high warmth and low degree of competence show paternalism whilst contra high competence with low warmth show enviousness. Distinct emotions from piteousness to outright contempt fall along these scales while status consciousness is predictable with higher degrees of competence and similarly competition precludes low degree warmth (Susan et. al 2002).
Survey Conducted
A survey to conduct perception of Australians to Anglo Australians, Asians and Arabs was conducted along the attributes of competence and warmth with the perceptions about education, industriousness, strength, intelligence, success and wealth were clustered to converge to competence while warmth was constituted of perceived quality of being considerate, kindness, friendliness, being warm, trustworthiness and likeability. Each of these attributes had eight gradations to demonstrate from maximal demonstration of the attribute to being antithesis of that respective attribute. Using a population of 223 individuals (126 females and 97 males) the survey was filled out and analyzed. Table 1. Means for warmth and competence dimensions for the 3 ethnic groups. Anglo-Australian Competence Mean SD Warmth Mean SD 3.37 .99 3.37 .97 Asian 3.07 .92 4.58 1.16 Arab 4.26 1.25 5.69 1.27
** Look at your questionnaire to see that a low score on these scales means higher competence or higher warmth ratings.
Stereotypes There is a significant bent or skew ness towards Anglo-Australians on both the dimensions of Warmth and Competence, bringing out the bias as identified earlier by John Divido. Another study by Karen & Edwin (1997) on the stereotypes of competence and morality was conducted across six eastern European nations. This study intended to assert distinction between morality and competence. An interesting observation about ingroup and outgroup is append aged. Apparently the ingroup tend to perceive themselves along the competence scales while leaving the morality scales to be exclusively reserved for the outgroups this parlance can be compared as analogous to actor observer relationship where
ingroup are the actors and outgroups are the observers. The interplay of cross cultural and cross national stereotypes comes into play and is clearly highlighted as minority stereotypes are regarded from barely acceptable to partially acceptable with quite a strong bias and partiality for ingroup members. (Karen & Edwin, 1997)
Stereotypes
Stereotypes Asians and Anglo Australians fall into the first category. Further cluster analysis charted the survey respondents as depicted below:
(Fiske et. al, 1999). Along two dimensional space of competence against warmth and resulted in clear two clusters one low in competence and high in warmth and other vice versa as determined above ratifying our earlier results. (Fiske et. al, 1999).
Stereotypes is more prevalent in groups of the representative persons rather than in individual members of the concerned group (Vincent et. al, 2005). This aspect is interesting as it seems that generally
people from own background consider themselves to be higher in competence and warmth and if higher perceived or otherwise status can be attributed then the other or external groups will be perceived as lower in competence with the supposition that increase in warmth is consequential to relegation in social status. The stereotypical perceptions also extend into medical and healthcare professionals. A study by Sarah Hean et. al (2006) confirmed that budding students arrive at university with preconceived stereotypical perceptions. Social workers, nurses were rated high on interpersonal qualities while doctors were rated higher on academic abilities. Such perceptions may have a large role in future team building and interactions amongst the respective staff members Sarah Hean et. al (2006). This presence of stereotype perceptions even amongst professionals confirm that even if professional have preconceived notions and stereotypes than ethic minorities Asians and Arabs will be also viewed with cultural bias even though it may not be acknowledged consciously these biases will have a very strong role to play in decision making and interactions with other minorities in Anglo Australian dominant settings. In a study by Salzman, Michael (2000) multicultural competency intervention is presented. Multicultural training is essentially becoming aware of ones own biases by becoming cognizant of the existent cultural differences and influences of cross cultural interactions and bi directional nature of training in a supportive environment that acknowledges and relates to the personal experiences and changes through appropriate counseling and training Salzman, Michael (2000).
Stereotypes
Arnie Cann (2001) examines the interesting interdependence of social and professional competence and social and physical qualities. Interestingly stereotypes about talent implied presence of beauty and similarly higher social status and competence led to improved perceptions about attractiveness. Thus success can be impinged and made dependent on presence of beauty or at least beauty can facilitate achievement of professional competence. Hence one way of developing an aura of attractiveness would be to increases ones professional credence and competence Arnie Cann (2001). Hence it is seen that both dimensions of competence and warmth are closely related and impinge upon stereotype of minorities. Further any minority from the respective countrys perspective is viewed adversely and even if stereotyping is not done consciously it is very much evident in the psyche and the subconscious.
Stereotypes
References Stossel, John & Kendell, Kristina (Sep 15, 2006). The Psychology of Stereotypes. 20/20. Retrieved September 3rd, 2007, from http://abcnews.go.com/2020/story?id=2442521 Susan T Fiske, Amy J.C. Cuddy, Peter Glick, Jun Xu. (2002). A Model Of (Often Mixed) Stereotype Content: Competence and Warmth Respectively Follow From Perceived Status And Competition. Journal of Personality and Social Psychology, 82 (6), 878-902. Phalet, Karen, & Pope, Edwin (1997). Competence and morality dimensions of national and ethnic stereotypes: a study in six eastern European countries. European Journal of Social Psychology, 27, 703-723. Susan T Fiske, Amy J.C. Cuddy, Peter Glick, Jun Xu. (1999). (Dis)respecting versus (Dis)liking: Status and Interdependence Predict Ambivalent Stereotypes of Competence and Warmth. Journal of Social Issues, 55(3), 473- 489. Yzerbet, Vincent & Provost, Valerie & Corneille, Olivier (2005). Not Competent but warm Really? Compensatory Stereotypes in the French Speaking World. Group Processes and Inetrgroup Relations, 8(3), 291-308. Hean, Sarah & Clark, Jill Macleod & Adams, Kim & Humphris, Debra (2006). Will opposites attract? Similarities and differences in students perceptions of the stereotype profiles of other health and social care professional groups. Journal of Interprofessional Care, 20(2), 162-181.
Stereotypes
Salzman, Michael, (2000). Promoting Multicultural Competence: A Cross-Cultural Mentorship Project. Journal of Multicultural Counseling & Development, 08838534, Vol. 28( 2) Cann, Arnie, (2001). Stereotypes about physical and social characteristics based on social and professional competence information. The Journal of Social Psychology, 131(2), 225231.