warmth vs competence

In a recent three-experiment paper, Aaker and colleagues (2010) applied BIAS Map predictions to stereotypes of organizations.

Competence in Gauging Trust (0:38) We decide whether to trust another person almost immediately, and the decisive factor is their perceived warmth. But when businesses try to build trust, they typically focus on competence, which can be quantified. Competence is often used when assessing stereotypes and groups, for example where lower social classes are considered to be in their situation more because of incompetence than other factors. 1): Society’s defaults (reference groups), which are allegedly high in both warmth and competence: Such people include the middle class, citizens, and dominant religionists. Warmth-competence stereotypes of organizations might also affect the bottom line. These public-sector results are borne out by studies from Bogdan Wojciszke’s laboratory on how people con-strue the behavior of others. Three- and warmth consistently appearing together in the social domain.

These are …

Studies by Susan Fiske and Amy Cuddy have shown that we judge people primarily by two criteria: their warmth, and their competence. We are constantly assessing people on the scale of warmth vs competence, based on their non-verbal signals. Warm+Competent = Admiration. People report pride and admiration for these groups.

Part 2 / Warmth vs. Both warmth and competence are both factors that we like, and so it is easy to admire people who have both.

Position and Warmth. We next wondered if leaders in top management would be perceived as more dominant in Competence or Warmth, and how … Warmth × Competence space maps basic, recurring intergroup arrays (see Fig. The basic dimensions of warmth and competence account for 82% of the variance in perceptions of everyday social behaviors [5].

The bases of judgements.