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This article talks about how if someone is told with enough authority to punish someone or treat them as if they are not human, they will comply and punish. the famous Nuremberg trials is famous for soldiers pleading that they are just following orders and should not be held fully accountable for these actions against humanity.

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In a 1962 letter, as a last-ditch effort for clemency, Holocaust organizer Adolf Eichmann wrote that he and other low-level officers were "forced to serve as mere instruments," shifting the responsibility for the deaths of millions of Jews to his superiors. The "just following orders" defense, made famous in the post-WWII Nuremberg trials, featured heavily in Eichmann's court hearings.

But that same year Stanley Milgram, a Yale University psychologist, conducted a series of famous experiments that tested whether "ordinary" folks would inflict harm on another person after following orders from an authoritative figure. Shockingly, the results suggested any human was capable of a heart of darkness.

Milgram's research tackled whether a person could be coerced into behaving heinously, but new research released Thursday offers one explanation as to why.

"In particular, acting under orders caused participants to perceive a distance from outcomes that they themselves caused," said study co-author Patrick Haggard, a cognitive neuroscientist at University College London, in an email.

In other words, people actually feel disconnected from their actions when they comply with orders, even though they're the ones committing the act.

The study, published in the journal Current Biology, described this distance as people experiencing their actions more as "passive movements than fully voluntary actions" when they follow orders.

Researchers at University College London and Université libre de Bruxelles in Belgium arrived at this conclusion by investigating how coercion could change someone's "sense of agency," a psychological phenomenon that refers to one's awareness of their actions causing some external outcome.

More simply, Haggard described the phenomenon as flipping a switch (action) to turn on a light (external outcome). The time between the action and its outcome is typically experienced as a simultaneous event. Through two experiments, however, Haggard and the other researchers showed that people experienced a longer lapse in time in between the action and outcome, even if the outcome was unpleasant. It's like you flip the switch, but it takes a beat or two for the light to appear.

"This [disconnect] suggests a reduced sense of agency, as if the participants' actions under coercion began to feel more passive," Haggard said.

Unlike Milgram's classic research, Haggard's team introduced a shocking element that was missing in the original 1960s experiments: actual shocks. Haggard said they used "moderately painful, but tolerable, shocks." Milgram feigned shocks up to 450 volts.

According to Milgram's experiments, 65 percent of his volunteers, described as "teachers," were willing (sometimes reluctantly) to press a button that delivered shocks up to 450 volts to an unseen person, a "learner" in another room. Although pleas from the unknown person could be heard, including mentions of a heart condition, Milgram's study said his volunteers continued to shock the "learner" when ordered to do so. At no point, however, did someone truly experience an electric shock.

"Milgram's studies rested on a deception: Participants were instructed to administer 'severe shocks' to an actor, who in fact merely feigned being shocked," Haggard said. "It's difficult to ascertain whether participants are really deceived or not in such situations."

https://www.youtube.com/watch?v=yU-rlInny6Q
Video by YouTube user Charles Ewing Smith
When Yale received reams of Milgram's documents in the 2000s, other psychologists started to criticize the famous electric-shock study when they sifted through the notes more closely.

Gina Perry, author of "Shock Machine: The Untold Story of the Notorious Milgram Psychology Experiments," found a litany of methodological problems with the study. Perry said Milgram's experiments were far less controlled than originally thought and introduced variables that appeared to goose the numbers.

Haggard said his team's study was more transparent. In the first experiment, he said participants - an "agent" and a "victim" - took turns delivering mild shocks or inflicting a financial penalty on each other. In some cases, a third person - an "experimenter" - sat in the room and gave orders on whether to inflict harm. In other cases, the experimenter looked away, while the agent acted on their own volition.

The result? Researchers measured a "small, but significant" increase in the perceived time between a person's action and outcome when coercion was involved. That is, when people act "under orders," they seem to experience less agency over their actions and outcomes than when they choose for themselves, Haggard said.

In a second experiment, the team explored whether the loss of agency could also be seen in the brain activity of subjects. Prior work had found that brain activity is dampened when people are forced to follow orders.

So akin to before, subjects had to decide whether to shock a person with or without coercion, but now they heard an audible tone while making the choice. This tone elicited a brain response that could be measured by an electroencephalogram (EEG) cap.

Haggard's team found that brain activity in response to this tone is indeed dampened when being coerced. Haggard's team also used a questionnaire in the second experiment to get explicit judgments from the volunteers, who explained they felt less responsible when they acted under orders.

Haggard said his team's findings do not legitimate the Nuremberg defense and that anyone who claims they were "just following orders" ought to be viewed with skepticism.

But, "our study does suggest that this claim might potentially correspond to the basic experience that the person had of their action at the time," Haggard said.

"If people acting under orders really do feel reduced responsibility, this seems important to understand. For a start, people who give orders should perhaps be held more responsible for the actions and outcomes of those they coerce," he said.

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How the Nazi's defense of 'just following orders' plays out in the mind

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Stanley Milgram's famous electric-shock experiments tackled whether a person could be coerced into behaving heinously, but new research released Thursday offers one explanation as to why. Turns out, people actually feel disconnected from their actions when they comply with orders, even though they're the ones committing the heinous act.

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In this video Mat Pat talks about Scent marketing and how it can influence people to become customers to baking stores. This I believe ties into how we Associational learning and how we connect the smell of the baked goods with how good it tastes and makes us feel. so in this video we see how these stores are fishing for customers.

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Food Theory: The Secret Dunkin Donuts DOESN’T Want You To Find Out!

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This attached link comes to a story of how people in the Mexican regions are more helpful to one another for more a collectivist approach that is not commonly found in the United States, which is an individualist culture; in this article it talks about the women who are helping people cross the whole country of Mexico by helping the people on the train, who have nothing much on them except the clothes on their back, get something to be able to eat so they can be able to have more of a chance to survive the journey which many of them can get severely injured or die on if they are not careful going north.

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Meet Las Patronas, The Mexican Women Feeding Migrants

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Learn about Las Patronas, an inspirational group of women who donate what little resources they have to migrants making the journey north to the U.S.

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In this video the talk of the ring of gyges brings into question how people would act if they are able to be hidden and not just themselves. This ties into the Deindividualization that we've previously talked about in class in how a person would change if they have no ties to their own self or are blinded into something that would not give themselves any consequence.

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Plato's allegory of the ring - Alex Gendler

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In this clip from the Netflix show Squid game we get an example of the primacy effect since we were first introduced to this character of her being more on the cold and selfish side. we ended up getting this scene in which the same girl we thought would have been cruel to the other character sacrifices themselves in order for the other chacter to live. we would belive this would be the actions she would have taken since she was first presented to be more negatively

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player 240 eliminated | sad scene in squid game

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When people are applying to jobs many of them think that what is posted on the job description is what they would be responsible for if they were to get hired, though when you start working for the company they would want to give you different responsibilities that do not match up with what you had initially signed up for. This article could be helpful for those who are currently job hunting and the companies are attempting to put them in positions they are not applying for.

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Insights

Bait-and-Switch Job Offers: Misrepresenting Job Information

As we sell our products and services, we also sell and advertise available positions to prospective employees. In most cases, companies and hiring managers will present an accurate picture of the position, their company's culture and employee expectations.

But sometimes employers will use bait-and-switch tactics to lure a talent to their firm. Inadvertent or not, these tactics are dangerous for employers. Let's talk about how and why.

What are Bait-and-Switch Tactics?

A bait-and-switch job offer is when the actual job has large discrepancies with the job listing. For example, the digital marketing position you just started doesn't actually embody much creativity, unlike what the description entailed. Or the hours you're putting in far exceed what was previously agreed upon. Maybe it's an issue with salary.

Inadvertently or not, employers should not use these tactics as there are many consequences including disengaged workers, damaged company culture, increase of employee turnover rates and decreased productivity. They can also significantly impact your business's bottom line.

It's also important to consider the real cost of hiring and training someone. As a rule of thumb, remember that it often costs the equivalent of a year's salary to rehire and retrain a new hire if the original candidate quits or is fired within a year. This also doesn't factor in the cost of a manager's time as well as lost revenue and growth opportunities for the company.

Expectations VS Reality

A Reddit user shares their story:
Outbound call center placed an ad for a receptionist. I apply, get a call, go in. "That position isn't available. We're hiring outbound, commission-only sales people." "Then why did I discuss a receptionist position on the phone?" "I don't know..." "Then I don't know why I'm standing here talking to you. Goodbye."
Make Honesty A Policy

There's a myriad of things that employers have misrepresented including wages, culture, and work-life balance. The best solution is to be up front and honest. While it's tempting to misadvertise in an attempt to get more applicants, it merely wastes everyone's time and increases the likelihood of your new candidate leaving within their first year.

If your work environment calls for a standard 9-to-5 hours and business attire-a perfectly appropriate structure in many industries, sell it accordingly. Involve current staff in interviews and encourage them to be honest about company culture to paint a realistic picture of the candidate's typical work day. At times when long hours are expected in contrast to what was advertised, ignoring work-life balance will only fuel turnover and scare off new hires. To accommodate your employee's needs, introduce policies and programs like flex hours or remote working.

These are just a couple of ways you can mitigate an unfit hire. In today's job market, candidates are looking for a job in which they will be valued and respected. The best way to build that trust and respect is to be transparent from the first step of the hiring process. At the end of the day, good and transparent communication is key to many issues.

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Bait-and-Switch Job Offers: Misrepresenting Job Information - Prevue HR

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As we sell our products and services, we also sell and advertise available positions to prospective employees. But sometimes employers will use bait-and-switch tactics to lure a talent to their firm. Inadvertent or not, these tactics are dangerous for employers. Let's talk about how and why.