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"Efforts to exclude the less resilient from serving in the military represent a narrow and flawed understanding of what resilience is and the potential for resilience building to enhance the strength of a military. We must focus on the strengths that every individual possesses rather than the weaknesses. We must focus on team building and leadership and avoid adopting an individualistic and elitist model that harkens back to the medieval mind-set. The field of military resilience holds the promise to fundamentally transform the military in ways that are just now being imagined; to limit this potential by focusing efforts on identifying and excluding those we deem less resilient will certainly retard this potential. The contents of this book rightly focus on achieving these goals by addressing two major areas: understanding the nature and determinants of resilience in military settings, and describing methods and techniques for building resilience. Although it can be argued that resilience is a somewhat nebulous construct that has many definitions, the present volume tackles this problem by attempting to inform an improved definition for the betterment of both military personnel and their families. As advances in military resilience are realized, we must never forget that military service is fundamentally about preparing for and fighting and winning our nation's wars, which is achieved through teamwork and leadership"--Foreword. (PsycINFO Database Record (c) 2013 APA, all rights reserved).

We examined the acceptance of interpersonal performance feedback and its effect on self-esteem among participants who received feedback from evaluators who were likely to be racially biased or unbiased. Black and White participants were given positive or negative feedback by someone who could see them or not, and who was either pro-Black or pro-White. Blacks discounted positive feedback when seen by a pro-Black evaluator, whereas Whites discounted positive feedback when seen by a pro-White evaluator. The mirror opposite pattern was found for negative feedback, although the effects were not as strong. The discounting of negative feedback was associated with higher self-esteem only among Black participants. In addition, only Black participants bolstered their self-esteem on an unrelated dimension upon receipt of negative feedback. Results are discussed in terms of the role of motives in the acceptance of feedback.