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The eponym of the effect, Benjamin Franklin. The Ben Franklin effect is a psychological phenomenon in which people like someone more after doing a favor for them. An explanation for this is cognitive dissonance.
Reciprocal altruism in humans refers to an individual behavior that gives benefit conditionally upon receiving a returned benefit, which draws on the economic concept – ″gains in trade″. [1] Human reciprocal altruism would include the following behaviors (but is not limited to): helping patients, the wounded, and the others when they are ...
The recipient feels indebted to the favour or benefit giver until he/she repays". [6] The positive reciprocity norm is a common social expectation in which a person who helps another person can expect positive feedback whether in the form of a gift, a compliment, a loan, a job reference, etc.
Reciprocity (international relations), principle that favours, benefits, or penalties that are granted by one state to the citizens or legal entities of another, should be returned in kind; Reciprocity (social and political philosophy), concept of reciprocity as in-kind positive or negative responses for the actions of others
This definition of negative reciprocity is distinct from the way negative reciprocity is defined in other domains. In cultural anthropology, negative reciprocity refers to an attempt to get something for nothing. [29] It is often referred to as "bartering" or "haggling" (see reciprocity (cultural anthropology) for more information).
Ambiguity effect; Assembly bonus effect; Audience effect; Baader–Meinhof effect; Barnum effect; Bezold effect; Birthday-number effect; Boomerang effect; Bouba/kiki effect
Reciprocal altruism is the idea that the incentive for an individual to help in the present is based on the expectation of receipt of help in the future. [6] Robert Trivers believes it is advantageous for an organism to pay a cost for the benefit of another non-related organism if the favor is repaid (when the benefit of the sacrifice outweighs the cost).
These worker-only contributions were intended to install psychological ownership of benefits in workers, since each employee would be actively engaging in the program and have a sense of duty. [43] [45] The research has shown that their goals were met: people feel like the benefits they receive are coming from their own contributions. [46] [47]