Soc Of Sports Exam 1

Front 1

what 3 things does sociology study?

Back 1

human interaction, group formation (thru human interaction) & groups influence individual

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group dynamics

Back 2

how groups influence individual & vice versa

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sociological imagination

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as a sociologist, see connection between private issues & public events/social problems

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2 types of explanations about events/phenomenon

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1. idiographic: explanation that can tell you about one incident unique to that individual; personal, common sense of explanations

2. nomothetic: general explanation of a social phenomenon that looks for patterns & trends (soc=nomothetic)

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Emile Durkheim

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suicide in 1880

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4 types of suicide

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1. egoistic

2. altruistic

3. fatalistic

4. anomic

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egoistic suicide

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excessive individualism; under-attached to the group; not really connected to anything (fam, work, friends, etc)

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altruistic suicide

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over-attached to group; group becomes more imp than you; kill yourself for the good of the group

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fatalistic suicide

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feel like the group controls you too much

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anomic suicide

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in a state of normlessness; don't know how to behave

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research method/procedure

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1. select topic of study (random)

2. review literature: become expert in the field; fill in gap

3. formulate prob hypothesis

4. choose research method

5. collect data

6. interpret data

7. publish findings

8. replicate

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hypothesis

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educated guess about relationship between 4 variables

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4 variables part of hypothesis

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1. iv: cause

2. dv: effect

3. control: not exposed to IV

4. intervening/confounding: variables that come in & can influence results that you cannot keep out of study

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spurious correlation

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variables appear to be influencing each other, but they're not

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measures of central tendency (MCT)

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mean, median, mode, range, standard deviation

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what's more accurate: medians or averages?

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medians

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if average < median

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negatively skewed distribution

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if average > median

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positively skewed distribution

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which method is best to analyze & collect info

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use multiple methods

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strengths of survey

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cheap, quick to implement, small investment of time for respondent, quantifiable (can do comparisons), anonymous = high accuracy (anonymity up, accuracy up)

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how should you implement surveys? (dos & don'ts )

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dont use technology b/c you can track it; don't use written survey b/c you can track handwriting; circle A, B, C, D

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weaknesses of survey

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reduces LCD, lose richness of a person's answer since it must be quantifiable; results could be superficial; phrasing of questions may influence answers; accuracy of a survey can be influenced by dishonesty (answer according to ideal, not real self)

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ideal self

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construction of who you want to be

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real self

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who you really are

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surveys are also called?

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questionnaires

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strengths of interviews

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can witness interviewees reaction to questions; rich info; can ask for clarification

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weaknesses of interviews

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interviewee may be misled on sensitive issues, takes hours to complete, person interviewing you influences the data you collect, interviewer wants to be liked by interviewee so may adjust answers

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field studies are also called?

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observations (no interaction, no participation)

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field study strengths

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can observe subtle behavior, esp if they don't know you're watching; can study people in their natural settings; can attain more realistic behavior; more relaxed

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best method to collect info on social interaction?

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field studies

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weaknesses of field studies

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can only look at a small sample of behavior; difficult to generalize field studies; interpretation of what we see/record depends on intuition & subjectivity & educated guesses; once people know they're being watched, behavior changes (real--> ideal)

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how should you go about conducting a field study to obtain the most accurate results?

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b/c people change behavior when they know they're being watched, you should lie when someone asks when you are doing if conducting a study

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validity

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measuring what its claiming to measure

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reliability

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consistent; reliable question: where is the door; unreliable: are you sad

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cross-cultural study

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become a participant in the group & compare cultures; front stage vs. back stage behavior; can see back stage behavior

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strengths of cross cultural study

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identify cultural universals (beliefs, values, behaviors found true in all cultures); mores (expected behavior ppl do that when violated carry heavy sanctions); folkways (expected behavior but if broken no one cares); reduces egocentrism; increases cultural relativism; see back stage behavior

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weaknesses of cross cultural study

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take a long time (can take months/years) b/c you must gain trust w/in group; cannot assume behavior means the same thing in every culture; your culture could be biasing what you see; can lose objectivity if you become one of them & forget you're a researcher

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2 mores in every culture

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incest & cannabalism

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historical research

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go to past data & find patterns & trends

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strengths of historical

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can study events that took a long time to happen & happened a long time ago; can study unpredictable events; prevents you from making false conclusions since you're looking at data objectively

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Elisa test

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who had HIV virus & who didn't; issues: once you find out who has HIV, get kicked out of insurance plan; military used it to find out who had HIV & can kick you out

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weaknesses of historical

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dependent on data that was gathered at another time for another purpose (may not be what your'e trying to measure); data you need may not be available; data may be inaccurate b/c the person who printed the data may not have been paying attention carefully; person who printed data may not remember or may be dead

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experiments

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least used method in soc; lab setting in which variables can be controlled

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strengths of experiments

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can control/hold constant variables; keep confounding variables out; isolates cause & effect; easy to replicate

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weaknesses of experiments

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artificial; can only study clearly & limitedly defined items; don't get same conditions in real world as lab; tend to be amoral or unethical to do to people

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techniques for data collection

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content analysis & simulation

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content analysis

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take something recorded & transcribe it then look for patterns

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simulation

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model of a social process; the better the simulation, the better info we get; make sure simulations model what actually happens in competition

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3 characteristics of data collection

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categorization, rank, distance

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categorization

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data we put into groups/categories (male/female)

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rank

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ability to determine position or order of info (short/avg/tall)

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distance

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allows us to know how far apart evaluations/rankings are

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4 types of data (from characteristics)

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nominal, ordinal, interval, ratio

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nominal

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simplest; categorization, but no rank or distance; usually yes or no questions; doesn't try to rank or group

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ordinal

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categorization & rank, but no distance; short/avg/tall

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interval

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categorization & rank & quasi distance (distance we create thru measurements); scale things - ex: on a scale of 1-10 how fast is he?

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ratio

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categorization, rank & distance w/an absolute 0 point; exactness; income

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what must you know for interval questions?

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the parameters/what they're scaling data out of

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4 major theories in soc when looking at a sports team/organization

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functionalism, conflict theory, social exchange theory, symbolic interaction

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father of functionalism

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talcon parsons

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functionalism

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organizations/groups are made up of interrelated parts; interrelated parts working together to achieve a common goal; human choices are structurally patterned so that predictions can be made; everyone is doing their job/role

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status (func)

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everyone has a status; position in a soc structure; roles/norms; if behavior exists, it must serve a purpose; deviant

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deviant

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behavior against what group is trying to accomplish

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roles

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expected behavior based on status

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norms

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behavior based on roles

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3 things deviants do for the group (func)

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1. reaffirm group beliefs & norms

2. pushes boundaries out (sibs ex)

3. identifies where the boundaries are

**b/c of deviant behavior, we have change!

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functional vs. dysfunctional behavior (func)

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functional: allow group to achieve goals

dysfunctional: keep group from achieving goals

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role strain

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one status making competing demands (parents: supposed to teach but also protect - playground ex)

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role conflict

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2 or more statuses that are making competing demands on behavior (ex: roommate demands/role vs. student demands/role)

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role set

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one status & b/c of that status you interact w/diff people (ex: profs/administrators/students/roomies)

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role performance

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even tho we have all these statuses, you bring your own unique personality to that role

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what is everyone's status

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stranger

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who is responsible for conflict theory

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Karl Marx

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conflict theory

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there are socially desirable symbols in our society: power, prestige, wealth & income (there are not unlimited - we compete for these); who has power & how it's influencing our team; who's connected to whom

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why do we compete for desirable symbols in our society?

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they're desirable & people want them

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power (conflict)

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ability to get someone to do something they otherwise might not do for themselves; formal & informal power

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prestige

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things held in high regard

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wealth

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things you own (ex: collections)

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income

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money you earn

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humans are self-oriented meaning that?

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they look out for themselves

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relationships between individuals results in what?

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zero sum game! one winner & one loser; all relationships result in this!

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why can't men lose their power?

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b/c women will then have power for good

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jobs with high wealth/money & low prestige/status

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stripper, thief, drug dealerd

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jobs w/low wealth/money & high prestige/status

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nun/priest, firefighter

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soc exchange theory

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comes from economics; why do people do the things they do?; will continue behavior if they're getting what they are getting

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4 assumptions to soc exchange theory

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1. all behavior is rational (to your benefit & in your best interest)

2. all behavior involves costs (cost = opportunities; every behavior has an opportunity cost)

3. behavior repeats if profitable to that individual

4. exchanges are governed by reciprocity (what you give you should get in return; we expect something back when we give of equal or more value, but not less)

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who is responsible for symbolic interaction

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coffman

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social construction of reality

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there is no such thing as reality; it's what we make it/how we make it in our mind; how we construct our reality & what we think to be true

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symbolic interaction

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people define themselves/who they are through social interaction; look at how people define themselves & the world around them; everytime you do that you're constructing reality

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process of social learning (socialization)

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constantly evolving as a person; people either help you or f u up; what makes you you; thru soc interaction, you identify who you are; what was the process you learned it? and what did they teach you?

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anticipatory socialization

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where you are anticipating joining a new status in your life; start anticipating what it's like being in the role before you're even in the role (ex: how srs act diff b/c they're going to enter real world- more professional; start to practice new role; hang out w/parents, retired ppl, etc. --> people in the role you are anticipating)

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resocialization

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change ppl completely (values, beliefs, ways of thinking); systematically set out to change them; military ex (strips your id & make you into who they want - have to b/c they have to take a human who might hesitate when told to kill someone & turn him/her into a weapon/killing machine)

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culture shock

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go into a culture so diff from yours that you basically have paralysis & don't know how to act - you just stand there (ex: college orientation to classes)

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agents of socialization

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primary & secondary

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primary agents of socialization

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people you interact w/on intimate level - informal; friends & fam; love you for who you are

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secondary agents of socialization

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structured, formal, temporary; don't care who you are; only care about what you do for them/what you give them (ex: prof only cares about performance on exams, not about who we are; sports team)

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problem w/sports team & agents of socialization

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they're a secondary group, but slowly become a primary group, like w/steelers playing troy, ike, etc. even tho they shouldn't be playing so you get rid of someone (either player or coach)

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patriotism

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gives us a sense of who we are in terms of geography; id w/a team b/c it's our city; steeler's fans value defense (linebacker)

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why do sports teams bring people like us in (an outsider)?

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1. the team was in 2nd place & want to be in 1st, so bring in a consultant to get to the next level

2. they're on a plateau (may be in 4th, 5th, 6th place); not improving, but not getting worse; getting frustrated; stuck on this level & want to improve

3. #1 reasons consultants are called; the team is in last place; worst team in division & bringing you in out of desperation; if they don't start winning, staff will be fired

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what do coaches know & not know?

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coaches know: proper technique & strategy

they don't know: outsiders bring in expertise that coaches don't know; mental toughness training (5 aspects)

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5 aspects of mental toughness training

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decision making skills, drive, composure, concentration, confidence

Front 102

why do consultants have a bad reputation?

Back 102

1. tend to be way more theoretical; almost like philosophers/motivational speakers; not really applied

2. massive analysis of what's wrong w/organization; huge list of things your organization needs to improve; paralysis by analysis; tells you what to fix, but not where to start

3. tell you what you already know

4. high on description, light on implementation; give advice, but don't stick around & implement

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ascribed status

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you don't do anything; are born/enter into a status; ex: your parents/you are born into it; you turn 16; got a position on a team b/c they were the coach's son or daughter

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achieved status

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something you did specifically to get that new status; ex: you get a driver's license when you turn 16

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stages of learning

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1. unconscious incompetence (UI): someone who is unaware that they don't know what they don't know; ex: throws keys to 8 yr old - doesn't know he can't drive even though he says he drives on his video games

2. conscious incompetence: (CI) you're aware that you can't do it; consciously aware you can't do something; ex: can't slam dunk a bball & aware of it

3. conscious competence (CC): where you know you can do it, but have to think about it while doing it; ex: parallel parking, changing a sports technique

4. unconscious competence (UC): do it & don't even have to think about it (ex: opening doors)

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why do ppl hate change?

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1. they dont know how to change

2. they don't think the alternative is possible (impossible for everyone in sport)

3. alternative not possible for me or our team

4. incongruence

5. time

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Kubler Ross; death & dying

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1. denial

2. anger

3. bargaining

4. disorientation

5. depression

6. acceptance

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steps for change

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1. tell them chg is coming when going into an organization so that ppl will know that things are going to chg; tell them in multiple formats & many times

2. identify who is losing what

3. mark the endings

4. honor the past

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non-groups: 2 things

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1. aggregate: bunch of ppl clustered together & have nothing in common that holds them together except they share physical space

2. categories: shared characteristic, but nothing else; dont see it as a reason to bond together/form a group around

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group

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ppl who have something in common & believe what they have in common is significant & imp to their lives

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5 groups

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1. primary: informal & intimate; valued for who you are

2. secondary: impersonal; valued for what you do; formal

3. ingroup: feel loyalty towards

4. outgroup: feel animosity toward; antagonist toward; in war w/out group

5. reference group: ppl we use as our standard of comparison

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group think (Irving Janice)

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a group of ppl tend to think the same way to the point that if someone comes out against what group is saying, they are considered a traitor/not part of the group

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risky shift

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get together & the decision we make as a group, we tend to make the riskier, rather than the more conservative decision

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styles of leadership

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1. democratic: reach a consensus; take votes

2. authoritarian: lead by giving orders

3. laissez-faire: lead by being highly permissive; do what you want to do/what you think feels right; very liked

4. charismatic: ppl follow them b/c there's some personal qualities in the leader that ppl are attracted to; follow them for who they are

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strengths/weaknesses of democratic

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strengths: not picking sides, asking for ppl's input, remain popular

weaknesses: majority isn't always right; slow

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strengths/weaknesses of authoritarian

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strengths: decisive, making quick decisions, cut off other possibilities

weaknesses: don't ask for input (may not be making the best decision b/c you have no other input & can make poor decisions); tunnel vision

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strengths/weaknesses of laissez faire

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strengths: allows for creativity

weaknesses: disorganized, lack of discipline, things tend to not get done w/these kinds of people, lot of miscommunication

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prob/weaknesses of charismatic leadership

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prob: lose leadership if person gets hurt/has to leave & person who replaces them may not be the same

weaknesses: leaves a vacuum; you know you have a charismatic leader when... they give up & sacrifice time/money for the company (I let someone down)

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group dynamics

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how the group influences the individual & vice versa

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social network analysis (SNA)

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how ppl are connected to others & how info flows inside an organization (Pat Dorian); influence people have inside organization; find key members/influencers

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types of social network analysis

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1. chain: A talks to B talks to C talks to D

2. ring: more efficient than a chain; 2 or more ways to get info where you want it to go, but can't get it directly

3. orbit: all communications go thru one pt

4. clique: everyone can communicate w/everyone directly; most efficient & effective

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unidirectional

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communication/info moves in one direction; feedback is missing

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bidirectional

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communication goes both ways

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dyads

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smallest group; group of 2; high commitment to group; connections intimate & informal; long-term; personal

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triads

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group of 3 or more; one can leave & a group still exists; lower commitment

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strain theory (robert merton)

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all groups have goals/things that groups strive for & want to obtain & achieve; all groups have means they use to achieve goals

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what makes someone an innovator?

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have probs w/frustration; they know they can reach goal eventually, but it's not happening fast enough, so they find ways to cut corners; frustration leads to innovation

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what makes someone a ritualist

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burnout: when you start a job & care about goals & means; still care, but don't have emotional or physical or cognitive energy to do anything about it (need a break)what

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leads to a retreatist

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i don't care emotion/apathy

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charles cooley looking glass self

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self image/how you think of yourself

we get our self-concept by how others think of us

crisis & identity when ppl realize they're not what they think they are

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3 step looking glass self process (cooley)

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1. we imagine how we look to others

2. we imagine what they think about what they see

3. we formulate a feeling about the perceived opinions of others

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george mead: stages of development

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3 stages a child goes thru

1. imitation (0-3): you say something, they do something; they copy you; prob: don't know why they're doing it

2. play stage (3-5): kids start to take the role of the other; empathy created

3. game stage (6-7): generalized other; you have to learn you're part of a team; every person has a role to play & by everyone doing their part, we all work as a unit; part of interrelated group; functionalism

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Lawrence Kohlberg's stages of moral development (4 stages)

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1. amoral: doesn't distinguish btwn right & wrong

2. pre-conventional: aware of what's right & wrong & will follow rules in fear of getting caught

3. conventional: follow rules b/c you want to belong to group

4. post conventional: abstract principles of what's right/wrong; character: doing the right thing even when no one is looking; judge activities by those principles; don't compromise values

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what 3 things does soc study?

Back 134

group formation (thru human interaction), human interaction, groups influence individual & vice versa

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types of leadership

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1. expressive: emotional leaders in organization; monitor & council players; counselor of team; prob: go from secondary to primary & ppl could take advantage of them, also low productivity

2. instrumental: cares about results; goal oriented