So yeah, I was sorely disappointed with this movie. It felt amateurish at best, like something you could make yourself with a proper HD camera at hand.
But just to break any illusions of this being an outstanding movie, take heed, because this is by no account a grand movie. So of course I took a chance and sat down to watch "Illusions". And it being a horror thriller definitely had my interest peaked. Thus, our experiment is the first to establish a mistaken illusion of leadership.Right, well as I sat down to watch the 2015 movie "Illusions", I had checked it out on IMDb, as I wasn't familiar with the movie at all prior to getting to watch it. The difference in our study is that subjects should be blaming a structural condition-the size of the group-but they blame the leaders instead. Previous research has demonstrated a tendency to credit or blame leaders for unusual performance. In a second experiment, subjects voted to replace the leaders more frequently in the large-group condition (at a small cost to themselves), showing that misattributions of leadership ability also affect actual behavior by subjects. This hypothesis proved true: Subjects attributed differences in outcomes between conditions to differences in the effectiveness of leaders.
Based on social psychological studies of the fundamental attribution error, we predicted that the subjects would underestimate the strength of the situational effect (group size) and attribute cause to personal traits of the leaders instead-leaders would be credited for the success of the small groups, and blamed for the failure of the large groups. Based on previous studies, we predicted that small groups would succeed in achieving efficiency but that large groups would fail.
After two or three periods of playing the game, one subject who was randomly selected from among the participants to be the “leader” for the experiment was instructed to make a speech exhorting others to choose the efficient action. Previous research showed that when larger groups play the game, they rarely coordinate on the Pareto-optimal (efficient) outcome, but small groups almost always coordinate on the efficient outcome.
Subjects played an abstract coordination game which is like many organizational problems. This paper reports the results of experiments which examine attributions of leadership quality.
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