perception by DEBRAJ

Perception :

Perception By DEBRAJ SUBEDI

Definition of perception:

Definition of perception " The perception is the process of becoming aware of situations , of adding meaningful associations to sensation" " Perception can be defined as the process of receiving,selecting,organising,interpreting,checking , and reacting to sensory stimuli or data".

"WE DONT SEE THINGS AS THEY ARE,WE SEE THINGS AS WE ARE".:

"WE DONT SEE THINGS AS THEY ARE,WE SEE THINGS AS WE ARE".

Person Perception: Making Judgments About Others:

Person Perception: Making Judgments About Others

Common Perceptual Tendencies Attribution Errors:

Common Perceptual Tendencies Attribution Errors We tend to assume others are similar to us

Shortcuts in Judging Others::

Shortcuts in Judging Others: 1.) Selective Perception 2.) Halo Effect 3.) Contrast Effects 4.) Projection 5.) Stereotyping

Selective Perception:

Selective Perception Description We will tend to perceive things according to our beliefs more than as they really are, and react accordingly. We will also ‘become’ drunk when we drink what we believe is alcohol. Example Any book which is published will have been read possibly hundreds of times, including by professional proof readers. And yet grammatical and other errors still get into print. Why? Because the mind is very kind and corrects the errors that our eyes see.

Halo Effect :

Halo Effect Description When we consider a person good (or bad) in one category, we are likely to make a similar evaluation in other categories. It is as if we cannot easily separate categories. It may also be connected with dissonance avoidance, as making them good at one thing and bad at another would make an overall evaluation (which we do anyway) difficult.. Example Just because I dress like a rock star, it does not mean I can sing, dance or play the guitar. # An individual may be down rated based on the negative evaluation of his or her behaviors .This process is called rusty halo or horns effect.

Contrast Effect:

Contrast Effect Principle We notice difference between things, not absolute measures. Perceptual contrast Put your left hand in a bowl of cold water and your right in hot water. Leave them there for a while, then plunge both together into a bowl of lukewarm water. Surprise! The left feels hot whilst the right will feel cold. This is the principle of Perceptual contrast by which our senses work. Put light next to dark and it seems lighter. A stale smell will seem worse after a sweet smell.

Projection:

Projection Description When a person has uncomfortable thoughts or feelings, they may project these onto other people, assigning the thoughts or feelings that they need to repress to a convenient alternative target. Example I do not like another person. But I have a value that says I should like everyone. So I project onto them that they do not like me. This allows me to avoid them and also to handle my own feelings of dislike. An unfaithful husband suspects his wife of infidelity.

Stereotypes:

Stereotypes Description Stereotypes are generalizations about a group of people whereby we attribute a defined set of characteristics to this group. These classifications can be positive or negative, such as when various nationalities are stereotyped as friendly or unfriendly. It is easier to create stereotypes when there is a clearly visible and consistent attribute that can easily be recognized. This is why people of color, police and women are so easily stereotyped. Example Stereotyping goes way beyond race and gender. eg.,conversations that one has had about people from the next town, another department in one’s company, supporters of other football teams, and so on.

Specific Applications in Organizations::

Specific Applications in Organizations : 1.) Employment Interview 2.) Performance Expectations (Self Fulfilling Prophecy) 3.) Performance Evaluation 4.) Employee Effort

specific application in organisation:

specific application in organisation 1) Employment Interview Evidences show that interviewers make perceptual judgments while interviewing candidates. These judgments are inaccurate. Different interviewers see different things in the same candidate. Interviewers get an impression about the candidate in the first four or five minutes and rarely change their view after that.

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2) Performance Expectations Individuals try to support their perceptions of reality, even when they are not appropriate. A good example of this is self-fulfilling prophecy. It is the tendency for someone ’ s expectations about another to cause that person to behave in a manner consistent with those expectations . Self fulfilling prophecy is of two types Pygmalion Effect: It is positive example of self-fulfilling prophecy. In this people who have high expectations from others improve their performance. Golem Effect: It is negative example of self-fulfilling prophecy. In this people who have low expectations from others lower their performance.

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3.Performance Evaluation An employee ’ s performance appraisal depends on the perceptual process. Appraisals can be both - objective and subjective. The perception of an evaluator about the characteristics or behavior of the employees, affect the result of the appraisal 4.Employee Effort An individual ’ s future in the organization does not only depend on his performance. The evaluation of an individual ’ s effort is a subjective judgment which can be biased.

Classic example – succession planning systems:

Classic example – succession planning systems Young employees screened for “high potential” HP employees are then provided with Development experiences High profile mentors First opportunity for challenging jobs

Examples of Attributions Based on Differing Perceptions of Performance:

Examples of Attributions Based on Differing Perceptions of Performance Manager’s behavior toward strong performers: Subordinate participation in decision making Mistakes viewed as learning opportunities Subordinates given challenging tasks Manager’s behavior toward weak performers: Supervisor closely monitors behavior of subordinate Mistakes are highlighted to subordinates Subordinates given routine tasks

Conclusion::

Conclusion: There is always a Linkage Between Perception and Individual Decision-making that has direct impact in t he organization. Perception has a crucial role in individual decision-making in organizations, by affecting both the decision as well as the quality of the decision. The decision taken by an individual is a complex process involving the intake of data, screening procession and interpreting and evaluating of data, based on the perceptions of the individual.