INTERNAL STATUS SORTING IN GROUPS: THE PROBLEM OF TOO MANY STARS

Social and task groups need a few high-status members who can be leaders and trend setters, and many more lower-status members who can follow and contribute work without challenging the group's direction (Caporael (1997). Personality and Social Psychology Review, 1, 276 298; Caporael & Baron (1997). In: J. Simpson, & D. Kenrick (Eds), Evolutionary social psychology (pp. 317-343). Hillsdale, NJ: Lawrence Erlbaum; Brewer (1997). In: C. McGarty, & S. A. Haslam (Eds), The message of social psychology: Perspectives on mind in society (pp. 54 62). Malden, MA: Blackwell). When groups come together without a priori status differentiation, a status hierarchy must be implemented; however, if the new members are too homogeneously status seeking, then it is not clear what will result. We argue that hierarchy will develop even in uniformly status-seeking groups, and that the social context and members' relational characteristics-specifically, the degree to which they are group oriented rather than self-serving-will predict which status seekers succeed in gaining status. We discuss why and how a "status sorting" process will occur to award status to a few members and withhold it from most, and the consequences of this process for those who are sorted downward.