The Effect Of Acceptableness, And The Negative Effects Of Agreeableness

In my past experiences I have ubiquitously heard throughout my life: Nice guys finish last. Women don 't want a man that is sweet and sensitive because it is a speculation that all women want a “real man.” The comprehension of a real man in this society is taught to be someone who is dominant, someone who leads and takes control. Nice guys continuously get turned down by women because women are accustomed to see the sympathetic man as being unnatural and bizarre. In my opinion, dominance and sexual aggression are the key ingredients in capturing a woman 's attention. Womens brains are stimulated automatically to set one 's sights on a man who can protect them. Which is why they fall towards the sexual

Many individuals is faced with the decision of conforming or choosing personal desire, and it is not an easy decision. It is hard because being shunned by others for being different is not a good feeling. Choosing to conform over personal desire, often leads to loss. On the other hand, personal desire is what sets others apart and gives them joy. In the poem, “The Jackhammer Syndrome”, Al Purdy discusses the good and bad memories he has experienced. He goes through his memories of when he had fun and made mistakes, but he reflects on what he could have done better. The author of “The Jackhammer Syndrome informs against choosing the welcoming joy of conformity over the long-term gains of personal desire. Making the decision to pursue conformity over personal desire may seem easy at first, but if the choice is to conform, the joy it gives will not last. Making the decision to pursue conformity over personal desire Conformity may seem to give joy at first, but it does not last. When Al is playing pool with his brother, he wants to win badly, but losses. However when he did not care to win, Al wins! Conforming can lead to loss but personal desire has much to gain. If the choice is to conform, personal identity may be lost. In my life, I recognize several instances in which I found several similarities between Al and myself. I have made decisions that were not always good ones such as swimming across long distances with friends.

Why women are discounted by employers and not men is interesting. Men have judged women based on their looks for years even in the workplace. This is a form of sexual objectification and undervaluing women according to Caroline Heldman, (2013). One would think that due to The Equal Pay Act that positive business acumen would be practiced for the greatest good based on skill and not using discriminatory practices based on sex and looks. The utilitarian theory will be evaluated to identify the greatest good for the greatest number as it pertains to women being discounted and

Conformity is a concept that has been heavily researched in the field of social psychology. Conformity is defined as a change in behavior, beliefs, and attitudes due to group pressure perceived as real (encompassing the presence of others) or imagined (encompassing the pressure of social standards) (Myers, 2010, p. 192). The concept of conformity is a powerful influence on the tendency for people to arrange their thoughts, perspectives, and ideas with others, especially when in a group. This takes away from a person’s individuality because they want to feel accepted by others and therefore, a person will accomplish this basic need of approval through conforming.

Gender stereotypes are one of the most common encountered on a daily basis. The infamous ‘Glass Ceiling’ still exists in many areas of the professional world, restricting valid promotions simply based on gender. This type of concept can be verified by looking at comparative weekly wages of other professionals in a variety of industries. Most people will generally see female dominated occupations, such as nurse, teacher and secretary as requiring feminine personality traits and physical attributes for success; whereas male dominated occupations such as doctor, lawyer, and business executive are seen to require male personality traits for success (Sanderson, 2010, p. 344).

The pay gap between genders exhibits sexism in America yet some researchers are in denial. Warren Farrell, expert on gender issues within legislation and former board member of National Organization for Women, claims otherwise. In his book Why Men Earn More, he attributes difference in wages to females choosing human resources jobs, which pay less, and not choosing harsher jobs that pay more (Farrell). His overall point is that men sacrifice more thus companies pay more for those sacrifices. His argument only compares the genders when different job requirements alter wages, but does not mention wages of identical jobs.

In the fight for equality, it is obvious to defend against forms of sexism that are used for antagonization. However, chivalrous attitudes that cast women as weak and in need of men are often ignored. Social psychologists have studied the effects of benevolent sexism using experiments testing one’s performance shortly after being labeled as incompetent. Benevolent sexism is not a series of compliments, but rather a threat to one’s ability to think, learn, and perceive information. The workplace is an environment of which benevolent sexism occurs most often and one of which most are familiar with. Benevolent sexism in business does not allow men and women to achieve the same goals within the work place. Forcing an individual into a social role can limit them to only specific simple tasks that do not allow for maximum personal growth.

They try to argue that disparity in earnings between the sexes is because of the choices women make such as going into lower paid jobs, taking time off after having kids, and not having the capability to negotiate for a raise hard enough. (Dusenbery 2015, 1) Yet a study conducted by the American Association of University Women in April 2007 showed that men and women’s different choices only explain part of the wage gap. After considering factors like experience, educational attainment, enrollment status, grade point average, institution selectivity, age, race, ethnicity, religion, marital status, and children, there continues to be a five percent difference in the earnings of male and female colleagues that is unexplained. They believe that is reasonable to assume that this differences is due to sexual discrimination. In addition their analysis also showed that in almost all the fields women work in ,the women who work full time still earn less than men. (Miller 2008) A different, more recent study that was conducted by the General Accounting Office in 2010 further supported the claim made by the American Association of University Women. It showed that on average women only earn eighty percent of what men do, even after the considered factors that could possibly affect these earnings such as couples marital status, people's race, their children, work patterns like the years of experience and the

The social norm experiment that I performed consisted of me violating a social norm and observing people’s reactions for doing so. I did something that is deemed “not normal,” based off from societal standards. The norm I broke was an interesting one. Instead of respecting strangers’ personal space, I invaded their space. I stood in front of them as close as I could possibly get, without touching them. I choose to break this social norm because of how I am with people. Strangers or friends, it does not matter, I do not like when people stand close to me. I feel as if they are invading my personal space. When people stand too close to me, I tense up and feel very uncomfortable. In my eyes, this social norm is necessary, especially for people who are similar to me and need to have their distance from others.

Women treat men with equal respect, whereas men do not. “Women tend to be receptive to both men and women in superior roles, found a 2014 study titled A Man’s (Precarious) Place. Men, on the other hand, were more likely to be threatened by women in superior positions and were more assertive with female leaders, according to the study.”(Kirkham 2015). Elyssa Kirkham states that women are more willing to receive input from men. This capability creates diversity within the workplace. Diversity leads to more talent within the workplace, an advantage for companies determined to strive. Pallab Dutta, of Demand Media, states, “Access to a larger talent pool is one of the biggest advantages of having an employment recruitment policy that values diversity.”(Dutta 1). This diverse environment leads to more talent, which results in “creative solutions for problems and better organizational productivity”(Dutta 1). Having employees that can endorse equality, accept both men and women’s input, is key to success within a business. Without it, a companies who do not support equality will not thrive. This acceptance towards both men and women creates a positive atmosphere within the workplace. This positive energy, that women acquire, inspires motivation within employees which results in an increase of business

According to Aronson (1985), conformity is “a change in a person’s opinion or behaviour as a result of real or imagined pressure from a person or a group of people”.

Informational Influence and Normative Influence are both categorized under conformity in sociology. Informational is basically when we conform to others behavior because we believe it provides information about reality. It is often when we care about getting the right answer and trying to be rational. It also deals with the "Maybe they know something I don't know" phenomenon. An example, could be choosing to eat at a busier restaurant opposed to the empty one, or imitating the locals when outside your country. In contrast, Normative Influence is when we conform to others behavior because they expect us to. This is when we believe conforming may have positive consequences, such as approval or the enhancement of our reputation, or when we believe not conforming may have negative consequences, such as disapproval or punishment. An example of Normative Influence is laughing at a joke you don't get, or agreeing with an opinion you believe in others.

This essay will examine the strength of the link between attitudes and behaviour and show that attitudes do not always predict behaviour as there are a number of variables that need to be put in place before the evaluation of a person behaving according to their attitudes can be assessed. These variables will be discussed in some detail. The three component model will be discussed and also attitude formation will be touched upon, before the link between behaviour and attitude can be examined a general understanding of how and why attitudes are formed needs to be addressed.

Attitudes carry a huge weight in social psychology. In the past, the theory of attitudes was considered the most dominant study in social psychology (Allport, 1935). Throughout time, the term attitude has accumulated many definitions, a renowned definition being “a relatively enduring organisation of beliefs, feelings and behavioural tendencies towards socially significant objects, groups, events or symbols” (Hogg and Vaughan, 2014, p. 150). The focus on attitudes is so significant because the question of whether attitudes can predict behaviour has arisen time after time. If attitudes do predict behaviour, we can discover why people act in certain ways and, therefore, attempt to change negative behaviours. Over time, work has been carried out to determine to what extent attitudes predict behaviour.

Social psychologists know that people’s attitudes define whether they have a successful, bright, happy future. Most people can agree that this is the case, but people must ask themselves why and what really makes up a person’s attitude. In past years, attitude was recognized as one of the most important psychological experiences of human beings. Over time, the significance of attitudes has increased specifically in understanding how people come to be who they are. This paper will discuss the structure of attitudes through the ABC Model which explains three different components (affect, behavior and cognition) and how these components play a role in people’s lives.