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"12 Angry Men" (1957) is a timeless cinematic masterpiece that delves into the intricate dynamics of a jury tasked with determining the fate of a young Puerto Rican boy on trial for murder. Despite its concise runtime of 96 minutes and the confinement of its narrative within a single room, the film manages to captivate audiences while providing profound insights into various fields such as psychology, social psychology, organizational behavior, and decision-making. In this paper, we will embark on a comprehensive exploration of the movie's themes through the lens of organizational behavior (OB), shedding light on the theories and principles that underlie individual and group decision-making processes, as well as the influence of personality on the decision-making environment.
Our journey through the dimensions of OB begins with an analysis of Perception and Individual Decision Making, an essential aspect of understanding how individuals contribute to group dynamics.
Within this realm, one notable theory at play in the film is Attribution Theory, which involves the assessment of whether observed behavior stems from internal or external causes.
For instance, the architect character demonstrates external attributions in his evaluation of the young boy's behavior.
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He cites the boy's history of being mistreated and argues that external factors have likely contributed to his actions, making him less likely to commit murder. Conversely, the angry juror, who runs a messenger service and is a distraught father, leans toward internal attributions. He believes that the boy's disrespectful behavior is indicative of a broader trend among young people, implying that internal factors are the primary drivers of his actions.
Moreover, the film exposes the concept of Fundamental Attribution Error, wherein individuals tend to underestimate external influences and overestimate internal factors when judging others' behavior.
This bias leads to a tendency to blame individuals rather than considering situational factors. For example, the distraught father interprets the boy's exclamation of "I'm gonna kill ya" as a sign of murderous intent, failing to account for the situational stressors that might have provoked such a response.
Confirmation bias is another cognitive bias evident in the film. It involves the selection and utilization of facts that align with one's preconceived notions while disregarding conflicting information. In "12 Angry Men," most jurors initially expect a guilty verdict, resulting in the confirmation of their biases through the repetition of selected facts. This confirmation bias blinds them to crucial pieces of information that could introduce doubt and complexity into their deliberations.
The film also offers a compelling portrayal of various stages of group development, aligned with the Five Stages of Group Development Model.
In the "forming" stage, jurors initially grapple with uncertainty as they attempt to understand one another's perspectives and gauge the prevailing sentiments. The uncertainty is palpable during the initial vote, where jurors strive to comprehend the group's leanings and their fellow jurors' positions.
As the group progresses to the "storming" stage, conflicts emerge more prominently. Disagreements become evident, and the group's dynamics are marked by tension. The shift from an 11:1 guilty verdict to a 10:2 vote showcases this stage as members start to break free from the pressure of conformity and engage in genuine discussions.
Subsequently, the "norming" stage manifests as relationships strengthen, and cohesiveness among members deepens. This stage becomes apparent when the 10:2 vote transforms into a balanced 6:6 split. Members begin identifying with those who support their viewpoints, creating a sense of unity.
The "performing" stage represents the group's full functionality, marked by effective decision-making. The 6:6 vote transitions into a unanimous "not guilty" verdict. During this phase, clear and logical arguments are presented, further solidifying the group's consensus.
Additionally, the film highlights two critical group behavior phenomena: Groupthink and Groupshift. Groupthink occurs when the pressure to conform discourages critical evaluation of minority or unpopular views. In "12 Angry Men," several jurors initially yielded to the majority's inclination toward a guilty verdict, suppressing their uncertainties. However, some eventually broke free from this influence and chose to express their doubts privately, highlighting the dangers of Groupthink.
Conversely, Groupshift is evident as group discussions lead members to exaggerate their initial positions, resulting in shifts toward more conservative or riskier choices. The expressions of prejudice by the antagonistic juror and the subsequent reinforcement of his views by some jurors exemplify this phenomenon. The group's dynamic encourages the adoption of more extreme positions over time.
Examining the personalities within the jury room offers valuable insights into the influence of individual traits on decision-making processes. One particularly intriguing personality is that of the architect, who plays a pivotal role in challenging the majority's stance.
The architect consistently exhibits traits associated with personality factors such as consistency, agreeableness, and emotional stability. His unwavering commitment to his position fosters trust among other jurors, prompting them to reconsider their own convictions. Moreover, his ability to maintain a composed and cooperative demeanor, even under duress from fellow jurors, reflects high agreeableness.
Emotional stability is another hallmark of the architect's personality. He remains calm and self-confident throughout the deliberations, effectively countering the emotional outbursts of other jurors. In contrast, the antagonist, who often loses his temper and makes baseless accusations, illustrates traits associated with lower emotional stability.
The architect's conscientiousness is evident in his responsible, persistent, and organized approach to dissecting the case. He meticulously examines the testimonies, orders a blueprint to recreate the old man's walk to the door, and systematically investigates every detail to foster reasonable doubt.
"12 Angry Men" (1957) stands as a cinematic masterpiece that transcends its time and medium. Through its intense exploration of a jury's deliberations, the film provides rich material for understanding organizational behavior, decision-making processes, and the impact of individual personalities on group dynamics.
Perception and Individual Decision Making come to life through the application of Attribution Theory and the observation of cognitive biases like Fundamental Attribution Error and Confirmation bias. The stages of Group Development Model vividly manifest as the jurors progress from uncertainty to unity, with Groupthink and Groupshift serving as cautionary examples of group behavior pitfalls.
Furthermore, the architect's personality traits, including consistency, agreeableness, emotional stability, and conscientiousness, serve as a microcosm for understanding the influence of individual personalities within a group context.
In essence, "12 Angry Men" challenges viewers to explore the intricate facets of human behavior and decision-making while underscoring the timeless relevance of these concepts in various fields of study. Its enduring impact reaffirms the power of storytelling in fostering academic discourse and critical thinking.
Exploring Organizational Behavior in "12 Angry Men" (1957). (2016, Nov 18). Retrieved from https://studymoose.com/12-angry-men-3-essay
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