This document summarizes research on divergent goals between white and minority groups in interracial interactions. The research found that whites primarily aim to be liked through ingratiation behaviors, while minorities aim to be respected through displays of competence and confidence. This leads to misunderstandings as each group evaluates the other based on their own goals. The studies suggest divergent goals arise from differing perspectives on issues like assimilation versus integration, and a reluctance to discuss power differences. Addressing these divergent goals could help reduce negative attitudes between groups in interracial interactions.

1. TO BE LIKED VERSUS TO BE RESPECTED
Divergent Goals in Interracial Interactions
INTERCULTURAL COMMUNICATIONS
KOM 5215
PROFESSOR DR EZHAR TAMAM
ANITA MOHD RAIS
JM40617

2. TO BE LIKED VERSUS TO BE RESPECTED

3. TO BE LIKED VERSUS TO BE RESPECTED
Stereotypes and Impression Management Goals
• The study is between the divergent needs of
• 1 Whites (Majority)
• 2 Black/Latinos/Asians (Minorities)
• 3 Study on a phenomenon on a divergent goals
• 4 Stereotyping – whites are superior/respected
• 5 Stereotyping – minorities is not respected
and/or not competent

4. Impression Management Behaviours:
Self promotion versus Ingratiation
They tend to act towards what they wanted,
• the black will be doing self promotion
• and the whites will use ingratiation to be liked
Non Verbal
• Whites – uses host of ingratiation behavior
– Eg. Mimicking, leaning forward, open body
positions
• Minorities – show a very confident posture

5. Affective Correlates of Divergent
Impression Management Goals
• Whites is trying their best to get someone to
like them – eg. Humor
• The minorities is trying their best to get
respected from the whites
Two different behaviours with different goals
- Whites think the black is not friendly
- Minorities think the whites is not taking them
seriously

6. Studies on the phenomenon
• 1a - Respect and Liking goals
• 1b - Competence and Morality Goals
• 2 - Divergent Goals in Dydic Relations on competent
and Moral
• 3a - Whites Impressions on Management Behaviours
(using video) on non verbal of self respect and
liking/moral
• 3b - Minorities studies on What to Be Respected
not with same race on self respect and liking
• 4 - Divergent Goals and Negative Affect in Live
Interracial Interactions on Moral or Liking

7. Summary of the studies
• In studies 1a and 1b study to choose between being liked
and respect , moral or liking along with bipolar continuum
• Study 2 parallel pattern of divergent between whites and
minorities in pre existing relationships
• Studies 3a and 3b extend self promotion and ingratiation –
whites are more engaged
• In studies 3b there is a divergent results when minorities
are among their group and whites among their group
• Study 4 generalizability of impression management goal
divergence White is to appear choosing moral than liking
• Black and Latinos prefer competent (Asians are accepted
competent)

8. General Discussion
• Primary aim is to examine the impression
management goals activated for whites and
racial minorities in interracial interactions
• In conclusion the impression management
goals and behavior strategies
- Whites pursuing liking
- Black pursuing respect

9. Divergent Perspectives of Whites and Minorities
• The results shows that there have different
perspectives especially during the interaction
• It also shows there are existing prejudice of
the whites and they are scared they will not
be liked
• The minority is afraid of being the target of
prejudice and not competent

10. Ideological Level
• The whites prefer the minority to assimilates
• Whites prefer assimilation versus intergration
• Minorities prefer integration compared to
assimilation
• The minority prefer to integrate and keep their
culture

11. The results
• It makes group inequalities
• The white discuss on commonalities
• The minorities would like also to discuss on
commonalities and power differences
• The minorities would like to be respected too
• The whites refuse discussing on power
differences and respect
• The minorities disappointed and refuse to like the
whites
• It is an unmet goals

12. Implications for Interracial Communication,
Cognition and Emotion
• Lead to misunderstanding and negative
attitudes towards interaction partners
• Whites tend to perceived minorities as
unfavarouble self promotion
• Minorites distrust whites and overtly friendly
behaviour
• Nobody trust each other

13. Limitations
• The study on this phenomenon is yet to be
established on the boundary of conditions or
mechanisms for divergent impression
management goals

14. Concluding Remarks
• The study not only can arise from group but
also individually
• The study goes beyond prejudice but it is
highlighting the issues on the whites and the
minorities
• Identifying the goals of each group may one
day they find it and it can be met
• And maybe the whites can be liked and the
minorities earn their respect

15. The END
• Any questions?