Amy Cuddy

Last updated

Amy Cuddy
Acuddy.jpg
Amy J. C. Cuddy
Born (1972-07-23) July 23, 1972 (age 52)
Robesonia, Pennsylvania, U.S.
Alma mater University of Colorado
Princeton University
Scientific career
Institutions Rutgers University
Kellogg School of Management
Harvard Business School
Thesis The BIAS Map: Behavior from intergroup affect and stereotypes  (2005)
Doctoral advisor Susan Fiske

Amy Joy Casselberry Cuddy (born July 23, 1972) [1] [2] is an American social psychologist, author and speaker. She is a proponent of "power posing", [3] [4] a self-improvement technique whose scientific validity has been questioned. [5] [6] She has served as a faculty member at Rutgers University, Kellogg School of Management and Harvard Business School. [7] Cuddy's most cited academic work involves using the stereotype content model that she helped develop to better understand the way people think about stereotyped people and groups. [8] Though Cuddy left her tenure-track position at Harvard Business School in the spring of 2017, [5] she continues to contribute to its executive education programs. [9]

Contents

Early life and education

Cuddy grew up in Robesonia, Pennsylvania. She graduated from Conrad Weiser High School in 1990. [10]

In 1998, Cuddy earned a Bachelor of Arts in psychology, graduating magna cum laude from the University of Colorado. [11] She experienced a traumatic brain injury during college. [12] She attended the University of Massachusetts Amherst from 1998 to 2000 before transferring to Princeton University to follow her adviser, Susan Fiske. [5] She received a Master of Arts in 2003 and a Doctor of Philosophy in 2005 in social psychology (dissertation: "The BIAS Map: Behavior from intergroup affect and stereotypes") from Princeton University. [11]

Academic career

From 2005 to 2006, Cuddy was an assistant professor of psychology at Rutgers University. [11] From 2006 to 2008, she was an assistant professor at the Kellogg School of Management at Northwestern University, [13] where she taught leadership in organizations in the MBA program and research methods in the doctoral program. [11] From 2008 to 2017, she was an assistant professor and then associate professor in the Negotiation, Organizations and Markets Unit at the Harvard Business School, where she taught courses in negotiations, leadership, power and influence, and research methods. [14] In the spring of 2017, The New York Times reported, "she quietly left her tenure-track job at Harvard", [5] where she lectured in the psychology department. [15]

Research

Stereotypes

In 2002, Cuddy co-authored the proposal of the stereotype content model, with Susan Fiske and Peter Glick (Lawrence University). [16] In 2007, the same authors proposed the "Behaviors from Intergroup Affect and Stereotypes" (BIAS) Map model. [17] These models propose to explain how individuals make judgments of other people and groups within two core trait dimensions, warmth and competence, and to discern how these judgments shape and motivate our social emotions, intentions, and behaviors. [18]

Power posing

In 2010, Cuddy, Dana Carney and Andy Yap published the results of an experiment on how nonverbal expressions of power (such as expansive, open, space-occupying postures) [19] affect people's feelings, behaviors, and hormone levels. [20] [21] In particular, they claimed that adopting body postures associated with dominance and power ("power posing") for as little as two minutes can increase testosterone, decrease cortisol, increase appetite for risk, and cause better performance in job interviews. This was widely reported in popular media. [22] [23] [24] David Brooks summarized the findings, "If you act powerfully, you will begin to think powerfully." [25]

Other researchers tried to replicate this experiment with a larger group of participants and a double-blind setup. [26] The experimenters found that power posing increased subjective feelings of power, but did not affect hormones or actual risk tolerance. They published their results in Psychological Science . [27] Though Cuddy and others are continuing to carry out research into power posing, Carney has disavowed the original results. The theory is often cited as an example of the replication crisis in psychology, in which initially seductive theories cannot be replicated in follow-up experiments. [28] [29] [30]

Publications

Books

In December 2015 Cuddy published a self-help book advocating power posing, Presence: Bringing Your Boldest Self to Your Biggest Challenges, which built on the value of the outward practice of power posing to focus on projecting one's authentic self with the inward-focused concept of presence—defined as "believing in and trusting yourself – your real honest feelings, values and abilities." [31] The book reached at least as high as #3 on The New York Times Best Seller list (Advice, How-To & Miscellaneous) in February 2016. [32] The book was translated into 32 languages. [33]

Academic papers
TED talk

Awards and honors

Related Research Articles

<span class="mw-page-title-main">Dehumanization</span> Behavior or process that undermines individuality of and in others

Dehumanization is the denial of full humanity in others along with the cruelty and suffering that accompany it. A practical definition refers to it as the viewing and the treatment of other people as though they lack the mental capacities that are commonly attributed to humans. In this definition, every act or thought that regards a person as "less than" human is dehumanization.

The gender pay gap in the United States is a measure comparing the earnings of men and women in the workforce. The average female annual earnings is around 80% of the average male's. When variables such as hours worked, occupations chosen, and education and job experience are controlled for, the gap diminishes with females earning 95% as much as males. The exact figure varies because different organizations use different methodologies to calculate the gap. The gap varies depending on industry and is influenced by factors such as race and age. The causes of the gender pay gap are debated, but popular explanations include the "motherhood penalty," hours worked, occupation chosen, willingness to negotiate salary, and gender bias.

Susan Tufts Fiske is an American psychologist who served as the Eugene Higgins Professor of Psychology and Public Affairs in the Department of Psychology at Princeton University. She is a social psychologist known for her work on social cognition, stereotypes, and prejudice. Fiske leads the Intergroup Relations, Social Cognition, and Social Neuroscience Lab at Princeton University. Her theoretical contributions include the development of the stereotype content model, ambivalent sexism theory, power as control theory, and the continuum model of impression formation.

Shelley Elizabeth Taylor is an American psychologist. She serves as a distinguished professor of psychology at the University of California, Los Angeles. She received her Ph.D. from Yale University, and was formerly on the faculty at Harvard University. A prolific author of books and scholarly journal articles, Taylor has long been a leading figure in two subfields related to her primary discipline of social psychology: social cognition and health psychology. Her books include The Tending Instinct and Social Cognition, the latter by Susan Fiske and Shelley Taylor.

Laurie A. Rudman is a social psychology feminist professor as well as the Director of the Rutgers University Social Cognition Laboratory who has contributed a great deal of research to studies on implicit and explicit attitudes and stereotypes, stereotype maintenance processes, and the media's effects on attitudes, stereotypes, and behavior on the Feminism movement. She was awarded the 1994 Gordon Allport Intergroup Relations Prize for her research examining the effects of sexist advertising on men's behavior toward female job applicants.

<span class="mw-page-title-main">Admiration</span> Social emotion

Admiration is a social emotion felt by observing people of competence, talent, or skill exceeding standards. Admiration facilitates social learning in groups. Admiration motivates self-improvement through learning from role-models.

<span class="mw-page-title-main">Stereotype</span> Generalized but fixed and oversimplified image or idea of a particular type of person or thing

In social psychology, a stereotype is a generalized belief about a particular category of people. It is an expectation that people might have about every person of a particular group. The type of expectation can vary; it can be, for example, an expectation about the group's personality, preferences, appearance or ability. Stereotypes are often overgeneralized, inaccurate, and resistant to new information. A stereotype does not necessarily need to be a negative assumption. They may be positive, neutral, or negative.

Ambivalent sexism is a theoretical framework which posits that sexism has two sub-components: hostile sexism (HS) and benevolent sexism (BS). Hostile sexism reflects overtly negative evaluations and stereotypes about a gender. Benevolent sexism represents evaluations of gender that may appear subjectively positive, but are actually damaging to people and gender equality more broadly. For the most part, psychologists have studied hostile forms of sexism. However, theorists using the theoretical framework of ambivalent sexism have found extensive empirical evidence for both varieties. The theory has largely been developed by social psychologists Peter Glick and Susan Fiske.

Ambivalent prejudice is a social psychological theory that states that, when people become aware that they have conflicting beliefs about an outgroup, they experience an unpleasant mental feeling generally referred to as cognitive dissonance. These feelings are brought about because the individual on one hand believes in humanitarian virtues such as helping those in need, but on the other hand also believes in individualistic virtues such as working hard to improve one's life.

Benevolent prejudice is a superficially positive prejudice expressed in terms of positive beliefs and emotional responses, which are associated with hostile prejudices or result in keeping affected groups in inferior societal positions. Benevolent prejudice can be expressed towards those of different race, religion, ideology, country, sex, sexual orientation, or gender identity.

The women-are-wonderful effect is the phenomenon found in psychological and sociological research which suggests that people associate more positive attributes with women when compared to men. This bias reflects an emotional bias toward women as a general case. The phrase was coined by Alice Eagly and Antonio Mladinic in 1994 after finding that both male and female participants tend to assign positive traits to women, with female participants showing a far more pronounced bias. Positive traits were assigned to men by participants of both genders, but to a far lesser degree.

An implicit bias or implicit stereotype is the pre-reflective attribution of particular qualities by an individual to a member of some social out group.

In social psychology, the stereotype content model (SCM) is a model, first proposed in 2002, postulating that all group stereotypes and interpersonal impressions form along two dimensions: (1) warmth and (2) competence.

Patricia Grace Devine is a professor of psychology at the University of Wisconsin–Madison, where she was the psychology department chair from 2009 to 2014. She was also the 2012 president of the Society for Personality and Social Psychology.

<span class="mw-page-title-main">Conflict (process)</span> Friction, disagreement, or discord within a group

A conflict is a situation in which inacceptable differences in interests, expectations, values, and opinions occur in or between individuals or groups.

The maternal wall is a term referring to stereotypes and various forms of discrimination encountered by working mothers and mothers seeking employment. Women hit the maternal wall when they encounter workplace discrimination because of past, present, or future pregnancies or because they have taken one or more maternity leaves. Women may also be discriminated against when they opt for part-time or flexible work schedules. Maternal wall discrimination is not limited to childcare responsibilities. Both men and women with caregiving responsibilities, such as taking care of a sick parents or spouse, may also result in maternal wall discrimination. As such, maternal wall discrimination is also described as family responsibilities discrimination. Research suggests that the maternal wall is cemented by employer stereotypes and gender expectations.

In social psychology, a positive stereotype refers to a subjectively favourable belief held about a social group. Common examples of positive stereotypes are Asians with better math ability, African Americans with greater athletic ability, and women with being warmer and more communal. As opposed to negative stereotypes, positive stereotypes represent a "positive" evaluation of a group that typically signals an advantage over another group. As such, positive stereotypes may be considered a form of compliment or praise. However, positive stereotypes can have a positive or negative effect on targets of positive stereotypes. The positive or negative influence of positive stereotypes on targets depends on three factors: (1) how the positive stereotype is stated, (2) who is stating the positive stereotype, (3) in what culture the positive stereotype is presented.

<span class="mw-page-title-main">Power posing</span> Controversial self-improvement technique

Power posing is a controversial self-improvement technique or "life hack" in which people stand in a posture that they mentally associate with being powerful, in the hope of feeling more confident and behaving more assertively. Though the underlying science is disputed, its promoters continue to argue that people can foster positive life changes simply by assuming a "powerful" or "expansive" posture for a few minutes before an interaction in which confidence is needed. One popular image of the technique in practice is that of candidates "lock[ing] themselves in bathroom stalls before job interviews to make victory V's with their arms."

Intergroup relations refers to interactions between individuals in different social groups, and to interactions taking place between the groups themselves collectively. It has long been a subject of research in social psychology, political psychology, and organizational behavior.

Peter Samuel Glick is an American social psychologist and the Henry Merritt Wriston Professor in the Social Sciences at Lawrence University. He is known for his research on gender stereotyping and ambivalent sexism. In 2022, Glick, Amy Cuddy, and Susan Fiske were honored with the Society of Experimental Social Psychology's Scientific Impact Award for their 2002 paper proposing the stereotype content model.

References

  1. ↑ middle names and year of birth as reported by worldcat.org
  2. ↑ @amyjccuddy (28 July 2016). "Ah, thanks for all the birthday wishes yesterday, but my birthday was on the 23rd. Not sure what happened there" (Tweet) – via Twitter.
  3. ↑ "TedTalks: Your body language shapes who you are" . Retrieved 9 September 2013.
  4. ↑ "TedTalks: Most Viewed TEDTalks" . Retrieved 7 August 2014.
  5. 1 2 3 4 Dominus, Susan (18 October 2017). "When the Revolution Came for Amy Cuddy". The New York Times . Retrieved 19 October 2017.
  6. ↑ "Sorry, but standing like Superman probably won't make your life any better". Newsweek . 13 September 2017. Retrieved 18 December 2017.
  7. ↑ "Harvard Kennedy School, Center for Public Leadership". Archived from the original on 19 October 2018.
  8. ↑ "Google Scholar - Amy Cuddy".
  9. ↑ "Faculty - Executive Education".
  10. ↑ Scheid, Lisa (17 July 2016). "Best-selling author and social psychologist recalls Berks roots". Reading Eagle. Archived from the original on 18 July 2016. Retrieved 18 June 2018.
  11. 1 2 3 4 5 "Curriculum Vitae Amy J. C. Cuddy" (PDF). HBS.
  12. ↑ Dominus, Susan (18 October 2017). "When the Revolution Came for Amy Cuddy". The New York Times. ISSN   0362-4331 . Retrieved 1 October 2023.
  13. ↑ "Kellogg School of Management, Meet the new faculty". Kellogg World. Retrieved 23 June 2012.
  14. ↑ "Program on Negotiation at Harvard Law School, Academic Programs & Faculty". Harvard University. 2013. Retrieved 18 June 2018.
  15. ↑ "Harvard University Course Catalog". courses.harvard.edu. Archived from the original on 21 June 2018. Retrieved 21 June 2018.
  16. ↑ Cuddy, Amy J. C.; Fiske, Susan T.; Glick, Peter; Xu, Jun (June 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. doi:10.1037/0022-3514.82.6.878. PMID   12051578. S2CID   17057403.
  17. ↑ Cuddy, Amy J. C.; Fiske, Susan T.; Glick, Peter (April 2007). "The BIAS map: Behaviors from intergroup affect and stereotypes". Journal of Personality and Social Psychology. 92 (4): 631–648. doi:10.1037/0022-3514.92.4.631. PMID   17469949. S2CID   16399286.
  18. ↑ Krakovsky, Marina (2010). "Mixed Impressions: How We Judge Others on Multiple Levels". Scientific American Mind. 21: 12. doi:10.1038/scientificamericanmind0110-12.
  19. ↑ Venton, Danielle (15 May 2012). "Power Postures Can Make You Feel More Powerful". Wired . Retrieved 28 May 2012.
  20. ↑ Carney, Dana R.; Cuddy, Amy J. C.; Yap, Andy J. (October 2010). "Power Posing – Brief Nonverbal Displays Affect Neuroendocrine Levels and Risk Tolerance". Psychological Science. 21 (10): 1363–1368. doi:10.1177/0956797610383437. PMID   20855902. S2CID   1126623.
  21. ↑ "Boost Power Through Body Language". Harvard Business Review . HBR Blog Network. 6 April 2011. Retrieved 28 May 2012.
  22. ↑ Buchanan, Leigh (May 2012). "Leadership Advice: Strike a Pose". Inc. Retrieved 28 May 2012.
  23. ↑ Baron, Neil (13 April 2012). "Power Poses: Tweaking Your Body Language for Greater Success". Fast Company . Expert Perspective. Retrieved 28 May 2012.
  24. ↑ Halverson, Ph.D., Heidi Grant. "Feeling Timid and Powerless? Maybe It's How You Are Sitting". Psychology Today . The Science of Success. Retrieved 28 May 2012.
  25. ↑ Brooks, David (20 April 2011). "Matter Over Mind". The New York Times.
  26. ↑ Where the original experiment had 42 subjects (21 in each condition), Ranehill et al. had 200. The experimenters were kept unaware of which condition each subject was in to avoid experimenter bias.
  27. ↑ Ranehill, E.; Dreber, A.; Johannesson, M.; Leiberg, S.; Sul, S.; Weber, R. A. (25 March 2015). "Assessing the Robustness of Power Posing: No Effect on Hormones and Risk Tolerance in a Large Sample of Men and Women". Psychological Science. 26 (5): 653–656. doi:10.1177/0956797614553946. ISSN   0956-7976. PMID   25810452. S2CID   28372856.
  28. ↑ Singal, Jesse (27 September 2016). "There's an Interesting House-of-Cards Element to the Fall of Power Poses". New York magazine. Retrieved 21 October 2017.Romm, Cari; Baer, Drake; Singal, Jesse; Dahl, Melissa (30 September 2016). "Why People Love(d) Power Posing: A Science of Us Conversation". New York . Retrieved 21 October 2017.Singal, Jesse (25 April 2017). "How Should We Talk About Amy Cuddy, Death Threats, and the Replication Crisis?". New York. Retrieved 21 October 2017.
  29. ↑ Gelman, Andrew (1 January 2016). "Amy Cuddy's Power Pose Research Is the Latest Example of Scientific Overreach". Slate.
  30. ↑ King, Tracy (1 May 2018). "Sajid Javid and the strange science behind power poses". the Guardian. Retrieved 19 June 2018.
  31. ↑ Davis-Laack, Paula (5 January 2016). "How To Bring Presence To Your Biggest Challenges". Forbes . Archived from the original on 5 January 2016.
  32. ↑ "Best Sellers / Advice, How-To & Miscellaneous". The New York Times. 7 February 2016. Archived from the original on 29 January 2016.
  33. ↑ Robinson, Melia; Lebowitz, Shana; Maisch, Andreas (2 January 2016). ""Power-Posen": So einfach verbessert ihr mit Körpersprache euer Selbstbewusstsein ("Power-poses": Improve your self-confidence with body language". Business Insider . Germany. Archived from the original on 11 February 2016.
  34. ↑ Heidi Grant Halvorson, "The Top 10 Psychology Studies of 2010. Ten great studies from 2010 that can improve your life", Psychology Today, 20 December 2010.
  35. ↑ "PopTech Annual Conference". 'Talk of the Day', October 21, 2011. Archived from the original on 7 June 2012. Retrieved 7 June 2012.
  36. ↑ "Young Global Leaders 2014 - World Economic Forum". widgets.weforum.org. Retrieved 30 July 2015.
  37. ↑ Cuddy, Amy (19 March 2012). "Game Changers, Innovators and problem solvers that are inspiring change in America". Time . Archived from the original on 20 March 2012. Retrieved 23 June 2012. "Amy Cuddy, Power Poser. Using a few simple tweaks to body language, Harvard researcher Amy Cuddy discovers ways to help people become more powerful"
  38. ↑ "Rising Star Award, 2011". Psychological Science. Association for Psychological Science (APS).
  39. ↑ "Harvard Business Review". The HBR List: Breakthrough Ideas for 2009. Archived from the original on 8 July 2012. Retrieved 7 June 2012.
  40. ↑ "BBC 100 Women: Who is on the list?". BBC News. 1 November 2017.
This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.