Fairness and Trust Scenarios Flashcards

Pymetrics tracks response time in fairness decisions. Faster rejections of unfair offers typically indicate:

Answer: Stronger emotional/intuitive fairness reactions

Fast rejections of unfair offers reflect strong automatic emotional responses rather than slow deliberative reasoning.

In a Pymetrics workplace scenario, you notice your team consistently gets fewer resources than a comparable team. Raising this through formal channels is an example of:

Answer: Exercising voice to address distributive injustice

Using formal channels to address resource imbalances is a constructive form of voice that addresses distributive injustice.

Pymetrics scenario: Two employees make the same mistake. One is a top performer, one is average. Your manager disciplines only the average performer. This violates:

Answer: Procedural fairness — the same process wasn't applied consistently

Applying different disciplinary standards to employees for the same behavior violates procedural fairness (consistent rule application).

In Pymetrics Trust Game research, the amount sent by the trustor (first mover) correlates most strongly with:

Answer: Their general social trust beliefs about strangers

Research shows that amounts sent in the Trust Game primarily reflect generalized social trust — how much people trust strangers by default.

Pymetrics scenario: You're negotiating a salary and the employer makes a very low first offer. From a fairness and anchoring perspective, what is the best response?

Answer: Counter with your target number to reset the anchor

Countering with your target number displaces the low anchor and establishes a new reference point more favorable to fair negotiation.

Pymetrics assesses 'interactional fairness' separately from procedural and distributive fairness. Interactional fairness primarily concerns:

Answer: Whether people are treated with dignity and respect during decisions

Interactional fairness (also called interpersonal fairness) focuses on the quality of treatment and communication during decision processes.

In a Pymetrics scenario, you receive a bonus you feel you didn't fully deserve while a colleague who worked equally hard received nothing. The discomfort you feel is called:

Answer: Advantageous inequity aversion

Feeling distressed when you receive more than others — even when it benefits you — is advantageous inequity aversion.