Contact Hypothesis

Definition

The contact hypothesis posits that increased contact between members of different groups can reduce prejudice and improve intergroup relations. It suggests that under certain conditions, interaction between individuals from diverse backgrounds can lead to more positive attitudes and reduced stereotyping.

5 Must Know Facts For Your Next Test

1. The contact hypothesis suggests that increased contact between diverse groups can lead to reduced prejudice and more positive intergroup attitudes.
2. Optimal conditions for intergroup contact include equal status between groups, common goals, intergroup cooperation, and institutional support.
3. Intergroup anxiety and stereotype threat can undermine the positive effects of intergroup contact by creating discomfort and reinforcing negative stereotypes.
4. The contact hypothesis has been widely studied and has important implications for understanding and managing diversity in the workplace.
5. The effectiveness of the contact hypothesis depends on the specific context and the nature of the interactions between groups.

Review Questions

• Explain how the contact hypothesis relates to the key diversity theories discussed in Section 5.5.
  • The contact hypothesis is a key diversity theory that suggests increased contact between members of different groups can reduce prejudice and improve intergroup relations. It aligns with other diversity theories, such as social identity theory and self-categorization theory, which emphasize the importance of group membership and intergroup dynamics in shaping attitudes and behaviors. The contact hypothesis provides a framework for understanding how diversity can be leveraged to foster more positive intergroup interactions and reduce stereotyping in the workplace.
• Describe how the contact hypothesis relates to the benefits and challenges of workplace diversity discussed in Section 5.6.
  • The contact hypothesis is directly relevant to the benefits and challenges of workplace diversity. On the positive side, the hypothesis suggests that increased contact and interaction between diverse employees can lead to reduced prejudice, improved communication, and enhanced creativity and problem-solving. However, the hypothesis also highlights potential challenges, such as intergroup anxiety and stereotype threat, which can undermine the positive effects of diversity if not properly managed. Implementing the optimal conditions for intergroup contact, such as equal status, common goals, and institutional support, can help organizations capitalize on the benefits of workplace diversity while mitigating the challenges.
• Analyze how the contact hypothesis can influence intergroup behavior and performance in the context of Section 9.4.
  • The contact hypothesis has important implications for understanding and managing intergroup behavior and performance, as discussed in Section 9.4. By facilitating positive interactions between members of different groups, the contact hypothesis suggests that organizations can foster more cooperative and productive intergroup dynamics. This can lead to improved communication, reduced conflict, and enhanced collective performance. However, the hypothesis also highlights the potential for negative intergroup behaviors, such as in-group favoritism and out-group derogation, which can undermine team effectiveness. Carefully designing and implementing intergroup contact opportunities that meet the optimal conditions can help organizations leverage the benefits of diversity and mitigate the challenges of intergroup behavior.

Related terms

Intergroup Anxiety: The feelings of discomfort, uncertainty, and apprehension that can arise when interacting with members of an outgroup.

Stereotype Threat: The risk of confirming a negative stereotype about one's own group, which can undermine performance and reinforce prejudices.

Optimal Intergroup Contact: The conditions under which intergroup contact is most likely to reduce prejudice, such as equal status, common goals, and institutional support.