nhaliday + judgement + empirical + tactics   2

Overcoming Bias : Two Kinds Of Status
prestige and dominance

More here. I was skeptical at first, but now am convinced: humans see two kinds of status, and approve of prestige-status much more than domination-status. I’ll have much more to say about this in the coming days, but it is far from clear to me that prestige-status is as much better than domination-status as people seem to think. Efforts to achieve prestige-status also have serious negative side-effects.

Two Ways to the Top: Evidence That Dominance and Prestige Are Distinct Yet Viable Avenues to Social Rank and Influence: https://henrich.fas.harvard.edu/files/henrich/files/cheng_et_al_2013.pdf
Dominance (the use of force and intimidation to induce fear) and Prestige (the sharing of expertise or know-how to gain respect)


According to the model, Dominance initially arose in evolutionary history as a result of agonistic contests for material resources and mates that were common among nonhuman species, but continues to exist in contemporary human societies, largely in the form of psychological intimidation, coercion, and wielded control over costs and benefits (e.g., access to resources, mates, and well-being). In both humans and nonhumans, Dominance hierarchies are thought to emerge to help maintain patterns of submission directed from subordinates to Dominants, thereby minimizing agonistic battles and incurred costs.

In contrast, Prestige is likely unique to humans, because it is thought to have emerged from selection pressures to preferentially attend to and acquire cultural knowledge from highly skilled or successful others, a capacity considered to be less developed in other animals (Boyd & Richerson, 1985; Laland & Galef, 2009). In this view, social learning (i.e., copying others) evolved in humans as a low-cost fitness-maximizing, information-gathering mechanism (Boyd & Richerson, 1985). Once it became adaptive to copy skilled others, a preference for social models with better than average information would have emerged. This would promote competition for access to the highest quality models, and deference toward these models in exchange for copying and learning opportunities. Consequently, selection likely favored Prestige differentiation, with individuals possessing high-quality information or skills elevated to the top of the hierarchy. Meanwhile, other individuals may reach the highest ranks of their group’s hierarchy by wielding threat of force, regardless of the quality of their knowledge or skills. Thus, Dominance and Prestige can be thought of as coexisting avenues to attaining rank and influence within social groups, despite being underpinned by distinct motivations and behavioral patterns, and resulting in distinct patterns of imitation and deference from subordinates.

Importantly, both Dominance and Prestige are best conceptualized as cognitive and behavioral strategies (i.e., suites of subjective feelings, cognitions, motivations, and behavioral patterns that together produce certain outcomes) deployed in certain situations, and can be used (with more or less success) by any individual within a group. They are not types of individuals, or even, necessarily, traits within individuals. Instead, we assume that all situated dyadic relationships contain differential degrees of both Dominance and Prestige, such that each person is simultaneously Dominant and Prestigious to some extent, to some other individual. Thus, it is possible that a high degree of Dominance and a high degree of Prestige may be found within the same individual, and may depend on who is doing the judging. For example, by controlling students’ access to rewards and punishments, school teachers may exert Dominance in their relationships with some students, but simultaneously enjoy Prestige with others, if they are respected and deferred to for their competence and wisdom. Indeed, previous studies have shown that based on both self- and peer ratings, Dominance and Prestige are largely independent (mean r = -.03; Cheng et al., 2010).

Status Hypocrisy: https://www.overcomingbias.com/2017/01/status-hypocrisy.html
Today we tend to say that our leaders have prestige, while their leaders have dominance. That is, their leaders hold power via personal connections and the threat and practice of violence, bribes, sex, gossip, and conformity pressures. Our leaders, instead, mainly just have whatever abilities follow from our deepest respect and admiration regarding their wisdom and efforts on serious topics that matter for us all. Their leaders more seek power, while ours more have leadership thrust upon them. Because of this us/them split, we tend to try to use persuasion on us, but force on them, when seeking to to change behaviors.


Clearly, while there is some fact of the matter about how much a person gains their status via licit or illicit means, there is also a lot of impression management going on. We like to give others the impression that we personally mainly want prestige in ourselves and our associates, and that we only grant others status via the prestige they have earned. But let me suggest that, compared to this ideal, we actually want more dominance in ourselves and our associates than we like to admit, and we submit more often to dominance.

Cads, Dads, Doms: https://www.overcomingbias.com/2010/07/cads-dads-doms.html
"The proper dichotomy is not “virile vs. wimpy” as has been supposed, but “exciting vs. drab,” with the former having the two distinct sub-groups “macho man vs. pretty boy.” Another way to see that this is the right dichotomy is to look around the world: wherever girls really dig macho men, they also dig the peacocky musician type too, finding safe guys a bit boring. And conversely, where devoted dads do the best, it’s more difficult for macho men or in-town-for-a-day rockstars to make out like bandits. …

Whatever it is about high-pathogen-load areas that selects for greater polygynous behavior … will result in an increase in both gorilla-like and peacock-like males, since they’re two viable ways to pursue a polygynous mating strategy."

This fits with there being two kinds of status: dominance and prestige. Macho men, such as CEOs and athletes, have dominance, while musicians and artists have prestige. But women seek both short and long term mates. Since both kinds of status suggest good genes, both attract women seeking short term mates. This happens more when women are younger and richer, and when there is more disease. Foragers pretend they don’t respect dominance as much as they do, so prestigious men get more overt attention, while dominant men get more covert attention.

Women seeking long term mates also consider a man’s ability to supply resources, and may settle for poorer genes to get more resources. Dominant men tend to have more resources than prestigious men, so such men are more likely to fill both roles, being long term mates for some women and short term mates for others. Men who can offer only prestige must accept worse long term mates, while men who can offer only resources must accept few short term mates. Those low in prestige, resources, or dominance must accept no mates. A man who had prestige, dominance, and resources would get the best short and long term mates – what men are these?

Stories are biased toward dramatic events, and so are biased toward events with risky men; it is harder to tell a good story about the attraction of a resource-rich man. So stories naturally encourage short term mating. Shouldn’t this make long-term mates wary of strong mate attraction to dramatic stories?

Woman want three things: someone to fight for them (the Warrior), someone to provide for them (the Tycoon) and someone to excite their emotions or entertain them (the Wizard).

In this context,

Dad= Tycoon
Cad= Wizard

To repeat:

Dom (Cocky)+ Dad (Generous) + Cad (Exciting/Funny) = Laid

There is an old distinction between "proximate" and "ultimate" causes. Evolution is an ultimate cause, physiology (and psychology, here) is a proximate cause. The flower bends to follow the sun because it gathers more light that way, but the immediate mechanism of the bending involves hormones called auxins. I see a lot of speculation about, say, sexual cognitive dimorphism whose ultimate cause is evolutionary, but not so much speculation about the proximate cause - the "how" of the difference, rather than the "why". And here I think a visit to an older mode of explanation like Marsden's - one which is psychological rather than genetic - can sensitize us to the fact that the proximate causes of a behavioral tendency need not be a straightforward matter of being hardwired differently.

This leads to my second point, which is just that we should remember that human beings actually possess consciousness. This means not only that the proximate cause of a behavior may deeply involve subjectivity, self-awareness, and an existential situation. It also means that all of these propositions about what people do are susceptible to change once they have been spelled out and become part of the culture. It is rather like the stock market: once everyone knows (or believes) something, then that information provides no advantage, creating an incentive for novelty.

Finally, the consequences of new beliefs about the how and the why of human nature and human behavior. Right or wrong, theories already begin to have consequences once they are taken up and incorporated into subjectivity. We really need a new Foucault to take on this topic.

The Economics of Social Status: http://www.meltingasphalt.com/the-economics-of-social-status/
Prestige vs. dominance. Joseph Henrich (of WEIRD fame) distinguishes two types of status. Prestige is the kind of status we get from being an impressive human specimen (think Meryl Streep), and it's governed by our 'approach' instincts. Dominance, on the other hand, is … [more]
things  status  hanson  thinking  comparison  len:short  anthropology  farmers-and-foragers  phalanges  ratty  duty  power  humility  hypocrisy  hari-seldon  multi  sex  gender  signaling  🐝  tradeoffs  evopsych  insight  models  sexuality  gender-diff  chart  postrat  yvain  ssc  simler  critique  essay  debate  paying-rent  gedanken  empirical  operational  vague  info-dynamics  len:long  community  henrich  long-short-run  rhetoric  contrarianism  coordination  social-structure  hidden-motives  politics  2016-election  rationality  links  study  summary  list  hive-mind  speculation  coalitions  values  🤖  metabuch  envy  universalism-particularism  egalitarianism-hierarchy  s-factor  unintended-consequences  tribalism  group-selection  justice  inequality  competition  cultural-dynamics  peace-violence  ranking  machiavelli  authoritarianism  strategy  tactics  organizing  leadership  management  n-factor  duplication  thiel  volo-avolo  todo  technocracy  rent-seeking  incentives  econotariat  marginal-rev  civilization  rot  gibbon 
september 2016 by nhaliday
Who Y Combinator Companies Want — Triplebyte Blog — Medium
1. There’s more demand for product-focused programmers than there is for programmers focused on hard technical problems. The “Product Programmer” and “Technical Programmer” profiles are identical, except one is motivated by product design, and the other by solving hard programming problems. There is almost twice as much demand for the product programmer among our companies. And the “Academic Programmer” (hard-problem focused, but without the experience) has half again the demand. This is consistent with what we’ve seen introducing engineers to companies. Two large YC companies (both with machine learning teams) have told us that they consider interest in ML a negative signal [ed.: :(]. It’s noteworthy that this is almost entirely at odds with the motivations that programmers express to us. We see ten times more engineers interested in Machine Learning and AI than we see interested in user testing or UX [ed.: duh].
2. (Almost) everyone dislikes enterprise programmers. We don’t agree with this. We’ve seen a bunch of great Java programmers. But it’s what our data shows. The Enterprise Java profile is surpassed in dislikes only by the Academic Programmer. This is in spite of the fact we explicitly say the Enterprise Programmer is smart and good at their job. In our candidate interview data, this carries over to language choice. Programmers who used Java or C# (when interviewing with us) go on to pass interviews with companies at half the rate of programmers who use Ruby or JavaScript. (The C# pass rate is actually much lower than the Java pass rate, but the C# numbers are not yet significant by themselves.) Tangential facts: programmers who use Vim with us pass interviews with companies at a higher rate than programmers who use Emacs, and programmers on Windows pass at a lower rate than programmers on OS X or Linux.
3. Experience matters massively. Notice that the Rusty Experienced Programmer beats both of the junior programmer profiles, in spite of stronger positive language in the junior profiles. It makes sense that there’s more demand for experienced programmers, but the scale of the difference surprised me. One prominent YC company just does not hire recent college grads. And those that do set a higher bar. Among our first group of applicants, experienced people passed company interviews at a rate 8 times higher than junior people. We’ve since improved that, I’ll note. But experience continues to trump most other factors. Recent college grads who have completed at least one internship pass interviews with companies at twice the rate of college grads who have not done internships (if you’re in university now, definitely do an internship). Experience at a particular set of respected companies carries the most weight. Engineers who have worked at Google, Apple, Facebook, Amazon or Microsoft pass interviews at a 30% higher rate than candidates who have not.

startups  career  planning  jobs  sv  yc  recruiting  long-term  data  analysis  tactics  🖥  success  empirical  working-stiff  transitions  progression  tech  top-n  values  multi  libraries  software  engineering  interview-prep  judgement  signaling 
december 2015 by nhaliday

bundles : abstractbiznessgrowthinfometametametathinkingvague

related tags

2016-election  alignment  analysis  anthropology  arbitrage  asia  authoritarianism  benevolence  branches  career  chart  china  civilization  coalitions  community  comparison  competition  complement-substitute  contrarianism  coordination  correlation  cost-benefit  creative  critique  cultural-dynamics  data  debate  degrees-of-freedom  direct-indirect  disease  drama  duplication  duty  economics  econotariat  egalitarianism-hierarchy  emotion  empirical  ends-means  engineering  entertainment  environment  envy  essay  europe  evopsych  explanans  externalities  farmers-and-foragers  fashun  fiction  gedanken  gender  gender-diff  gibbon  god-man-beast-victim  group-selection  hanson  hari-seldon  henrich  hidden-motives  hive-mind  humility  hypocrisy  impro  incentives  inequality  info-dynamics  insight  interview-prep  intuition  iteration-recursion  jobs  judgement  justice  knowledge  law  leadership  len:long  len:short  leviathan  libraries  links  list  local-global  long-short-run  long-term  machiavelli  macro  management  marginal-rev  matching  medicine  metabuch  micro  models  monetary-fiscal  money  multi  n-factor  open-closed  operational  organizing  parasites-microbiome  patience  paying-rent  peace-violence  phalanges  planning  poast  politics  postrat  power  progression  quantitative-qualitative  ranking  rationality  ratty  recruiting  rent-seeking  rhetoric  roots  rot  s-factor  sapiens  sex  sexuality  signaling  simler  sinosphere  social-structure  sociality  software  speculation  sports  ssc  startups  status  strategy  study  stylized-facts  success  summary  sv  tactics  tech  technocracy  telos-atelos  the-devil  the-great-west-whale  theory-of-mind  thiel  things  thinking  todo  top-n  trade  tradeoffs  transitions  tribalism  troll  unintended-consequences  universalism-particularism  vague  values  volo-avolo  wealth  working-stiff  yc  yvain  zero-positive-sum  🐝  🖥  🤖 

Copy this bookmark: