Amy Cuddy | |
---|---|
Born | Robesonia, Pennsylvania, U.S. | July 23, 1972
Nationality | American |
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]
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]
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]
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]
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]
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]
Prejudice can be an affective feeling towards a person based on their perceived group membership. The word is often used to refer to a preconceived evaluation or classification of another person based on that person's perceived personal characteristics, such as political affiliation, sex, gender, gender identity, beliefs, values, social class, age, disability, religion, sexuality, race, ethnicity, language, nationality, culture, complexion, beauty, height, body weight, occupation, wealth, education, criminality, sport-team affiliation, music tastes or other perceived characteristics.
The out-group homogeneity effect is the perception of out-group members as more similar to one another than are in-group members, e.g. "they are alike; we are diverse". Perceivers tend to have impressions about the diversity or variability of group members around those central tendencies or typical attributes of those group members. Thus, outgroup stereotypicality judgments are overestimated, supporting the view that out-group stereotypes are overgeneralizations. The term "outgroup homogeneity effect", "outgroup homogeneity bias" or "relative outgroup homogeneity" have been explicitly contrasted with "outgroup homogeneity" in general, the latter referring to perceived outgroup variability unrelated to perceptions of the ingroup.
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 human beings. In this definition, every act or thought that regards a person as "less than" human is dehumanization.
Mahzarin Rustum Banaji FBA is an American psychologist of Indian origin at Harvard University, known for her work popularizing the concept of implicit bias in regard to race, gender, sexual orientation, and other factors.
Susan Tufts Fiske is an American psychologist who serves 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.
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.
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.
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.
A conflict is a struggle and a clash of interests, opinions, or even principles. Conflict will always be found in society; as the basis of conflict may vary to be personal, racial, class, caste, political and international. Conflict may also be emotional, intellectual, and theoretical, in which case academic recognition may, or may not be, a significant motive. Intellectual conflict is a subclass of cultural conflict, a conflict that tends to grow over time due to different cultural values and beliefs.
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.
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.
Dana R. Carney is an American psychologist. She is associate professor of business at the Haas School of Business at the University of California, Berkeley. She is a Barbara and Gerson Bakar Faculty Fellow, an affiliate of the Department of Psychology and the director of the Institute of Personality and Social Research at the University of California, Berkeley.
Nalini Ambady was an Indian-American social psychologist and a leading expert on nonverbal behavior and interpersonal perception. She was born in Calcutta, India and earned her bachelor’s degree at Lady Shri Ram College for women, Delhi University. She furthered her education by moving to the United States for her master’s degree in psychology, from the College of William and Mary, and later received her PhD in social psychology from Harvard. While completing her research at Harvard, she met her husband Raj Marphatia, who was studying at Harvard Law school.
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.