Psychology, 5/e   Wortman, Loftus & Weaver
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Frequently Asked Questions

1. Could you explain the power of “group think” in a practical, real-world example?

Group-think describe a situation where the collective wisdom of a group leads to a bad decision--but one which those in the group thought would be good. In some ways, it’s a sort of “shared delusion.” One excellent example is the decision making in the Branch Davidian stand-off at Waco, TX, in early 1993. Everyone involved in the situation had become tense and frustrated, as it became clear that David Koresh was not going to allow a rapid or easy settlement. After a little more than one month, the FBI and ATF decided their best tactic was to ram the building with tanks and fill the building with a tear gas-like substance. This gas would be unpleasant but cause no permanent damage to those who breathed it, and the leaders believed that this would force the Davidians to surrender. Instead, the early-morning raid caused an unanticipated reaction--the Davidian set fire to their own compound, killing nearly all of those inside.

No doubt the decision to initiate the raid was made because the law enforcement officials thought this would force a peaceful surrender. After reflection, though, many critics contended that the ultimate outcome--the tragic fire--was not only possible, but a LIKELY reaction to the raid. Why hadn’t the decision makers simply allowed more time to pass, the force the hand of Koresh and his followers through attrition. Waiting several weeks for the food or water supplies to run out, critics said would have been much more likely to produce a peaceful solution, and the risk caused by waiting would be relatively small. But the decision makers either failed to consider this or rejected it as unacceptable. Ultimately this process of group think converged towards a much riskier and ultimately disastrous solution.

2. How are personality tests used in the hiring process? Are they fair?

As a general rule, personality tests (and other standardized tests like IQ test) are not--and in most cases CANNOT--be used in hiring. In order for an employer to administer personality tests, there must be some clear, job-related relevance of the test and the job. In some professions, take law enforcement as an example, such tests are frequently given. But there is a clear relationship between the test and the job: those whose score high in anti-social characteristics are ill-suited for law enforcement. NASA also gives a wide range of tests to potential astronauts, because astronauts will often find themselves in dangerous and threatening environments, and some personality characteristics are incompatible with such demands.

Are they fair? This is a difficult question. Tests indicate some individuals are likely to have problems in the job in question. But like all tests, personality characteristics indicate PREDISPOSITIONS for behavior, and are not infallible predictions of future behavior. Another way to phrase the question: are these tests meaningful, reliable and valid? The depends on the actual test in use. The better personality inventories, however, are quite reliable and valid.

3. Is anti-social behavior really dangerous?

It certainly can be, though most of those who are anti-social behavior do not express through violence. Instead, they are likely to be more concerned with their own benefits with little regard for how it harms others. But as the name implies, anti-social behavior sacrifices the welfare of many for the benefit of a few.

Contrary to common belief, most of those with anti-social personality characteristics do NOT end up in prison. Instead, they are often very successful business owners, football coaches, politicians, etc. They are self-centered and opportunistic, and don’t hesitate to take advantage of others if it means they will benefit--undesirable traits for our society, perhaps, but also traits which can lead to personal success in some environments.

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