I’m studying for my Psychology class and don’t understand how to answer this. Can you help me study?
Responses Below response two will be added later today or tomorrow waiting on group member to post. Rubric attached.
Social psychologists are continually examining how humans stereotype others and what forces play into the prejudices we develop.
For this discussion, you are asked to find a recent scientific journal article (published within the last two years) dealing with this phenomenon. Summarize the article and provide a link to it. How do the findings tie to forensic psychology and the judgment/evaluations of others?
Reflectively respond to at least two others in this topic. Which of your peers’ journal findings are useful and/or insightful? How so?
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Joseph Reder posted Jul 7, 2020 10:29 AM
Some of the most pervasive but misunderstood forms of discrimination comes in the form of microaggressions. Wong & Jones (2018) define microaggressions as offensive mechanisms or actions that are not gross or crippling but subtle forms of discrimination or racism. Microaggressions can occur in the workplace, in education, or virtually anywhere else. Some forms of microaggressions consist of racial/ethnic jokes or teasing or assumptions about intellect, competence, & abilities (Wong & Jones, 2018).
The aim of the study conducted by Wong & Jones (2018) was to discover the pervasiveness of microaggressions in education or other master’s programs using a 32-item instrument on a program that consisted of over 70% minority students. It was believed that diverse programs with high minority status may not report frequent microaggressions. This thesis was not supported. Several trends were reported including microaggressions being perpetrated more by students than faculty, race or ethnicity was the most common targeting factor, microinvalidations were more common, and more students witness than received microaggressions (Wong & Jones, 2018). Overall, microaggressions appear to be present regardless of diversity and both students and instructors alike may be perpetrators of microaggressions.
Some strategies to reduce microaggressions are presented. Committees dedicated to improving instructor competence is one way to reduce the instances of microaggressions and allow for instructors to minimize this in classrooms (Wong & James, 2018). Another critical strategy is to increase curricular coverage of microaggressions with real-life examples of microaggressions in both race and gender (Wong & James, 2018). This topic is often not devoted time in studies when this may one of the more pervasive forms of discrimination. Borgida and Fiske (2012) explain that overt conscious discrimination is not as prevalent and that unconscious forms of discrimination are more realistic.
This ties into forensic psychology as this form of discrimination is present in various forms. Wong & James (2018) found for example that for counselor-client relationships, 81% of adult clients reported receiving at least one racial or ethnic microaggression. Psychologists in treatment or assessment may make unconscious judgements of a client. Forensic psychologists may work for a consult in a discrimination case. Being aware of how a client may have been impacted by microaggressions requires training that lay people may not understand. Forensic psychologists should strive to be aware of more pervasive subtle forms of discrimination that may also be more difficult to define and litigate.
Borgida, E., & Fiske, S. T. (2012). Beyond Common Sense Psychological Science in the Courtroom. Hoboken: Wiley.
Wong, R., & Jones, T. (2018). Students’ Experiences of Microaggressions in an Urban MSW Program. Journal of Social Work Education, 54(4), 679–695. doi: 10.1080/10437797.2018.1486253
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