If adults assume that their ability to discern trustworthiness, or the lack thereof, in strangers’ faces is a skill honed over a lifetime, they’re wrong. Children ages 5 and 6 made very nearly the same judgments about the trustworthiness of computer-generated faces as adults, and children ages 3 to 4 were off by just a few percentage points, says a team led by Emily J. Cogsdill of Harvard. People make inferences—right or wrong—about strangers’ characters within 50 milliseconds of viewing their faces, prior research has shown.
SOURCE: Inferring Character from Faces: A Developmental Study
The brain cannot multi-task so what is it that you have been doing all this time? With your hosts Nashlah and Shahar from BuzzBooster.
Emerging TV viewer types
successful and digital savvy, have
limited time and demand quality.
Characterized by their skepticism,
interest in keeping up with media
& pop culture and drawn to
immersive story driven, and
Young Digital Nomads
Born into “get what I want – when
I want it” media landscape, these
college age and 20-something’s
are much more likely to go ’off
the grid’, snacking on TV media
clips, viewing online or through
alternative viewing means (laptop,
Netﬂix, Hulu, Roku, etc.)
Digital and broadcast TV worlds
are more seamless for these
viewers, who seek programming
that can connect them with
others, either in person or online
– all to create an immersive,
social and sometimes escapist
Heavily engaged with TV
programming and online
entertainment information, these
viewers put television at the
center of their universe, but
appear to remain more on
In a study set in a Midwestern field office of a U.S. financial services firm, high-performing employees were more likely than average workers to report that colleagues covertly victimized them through such behaviors as sabotage, withholding resources, and avoidance, says a team led by Jaclyn M. Jensen of DePaul University. High performers’ average score on a 1-to-5 victimization-frequency scale (from “never” to “once a week or more”) was 3.37, with the greater the performance gap in the workgroup, the greater the victimization. The effect was most pronounced for high performers who were selfish and manipulative; those who were altruistic and cooperative suffered less victimization as their performance increased, the researchers say.
SOURCE: Is it Better to Be Average? High and Low Performance as Predictors of Employee Victimization
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The structure of the language spoken by a company’s top team affects the firm’s planning for the future, according to doctoral student Hao Liang, Christopher Marquis of Harvard Business School, and two colleagues. If the language is English, Spanish, or one of many others that use mainly grammar, rather than context, to distinguish present from future (“It is raining,” “It will rain”), people tend to focus less on the future, presumably because it seems more distant. On corporate social responsibility, which is a highly future-oriented activity, firms in countries speaking these “strong-future-time-reference” languages underperform firms in weak-future-time-reference countries by more than 1.2 grades on a 7-step scale, the researchers say.
SOURCE: Speaking of Corporate Social Responsibility
Discover how to use colors in your marketing. Colors evoke responses from prospects and clients so you need to understand how they work. With Shahar and Nashlah marketing advisors at BuzzBooster
In the two years after books win splashy awards such as the Man Booker Prize, their average ratings on Goodreads.com decline by about a quarter-point on a 1-to-5 scale, whereas those that were runners-up maintain their high ratings, say Balázs Kovács of the University of Lugano and Amanda J. Sharkey of the University of Chicago. A big award draws a larger audience, which includes a greater proportion of people whose tastes aren’t aligned with the book’s style or subject. Also, readers sometimes react negatively to popularity and are thus more inclined to give lower evaluations to popular books, the researchers say.
eople’s wish to see the world as just and orderly sometimes leads them to harm those who have already suffered injustice, according to Daniel P. Skarlicki and R. Anthony Turner of the University of British Columbia. In an experiment, managers with self-reported hiring experience provided lower ratings for fictitious job applicants whose only difference was that they had been mistreated by their former employers, such as by being laid off without notice. People derogate victims in this way to avoid the cognitive dissonance that comes from trying to understand how individuals can suffer injustice in a just world, the researchers say.
SOURCE: Unfairness begets unfairness: Victim derogation bias in employee ratings