s6-7 percep& attribu

8/8/2019 S6-7 Percep& Attribu

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Perception & Attribution

Dr. S.P. Chauhan


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SIGNIFICANCE OF PERCEPTION

Perception is important in the study of OB becausepeoples behaviour is based on their perception ofwhat reality is, not on reality itself.

An important feature of Perception is to understandthat it is a unique interpretation of thesituation/event or person, not the exact recording

of it. Thus it may be quite different from the reality.


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PERCEPTION

Perception is the process by which people select,

organise, interpret and respond to information from

the world around them.

It is a psychological process by which people make

sense of their world.

Through perception people process informationinputs into responses involving feelings and action

(behaviour)


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WHAT IS PERCEPTUAL SELECTION

Individuals tend to selectively

pay attention to some

aspects of the environment

and selectively ignore other

aspects.


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WHAT IS PERCEPTUAL SELECTION

Selective Perception : Tendency to selectively

interpret what one see on the bases of

ones intererst, background, experience andattitude. Selective Perception is also our

tendency to choose information that

supports our viewpoints. Because we seewhat we want to see. SP allows us to

speed-read others.


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Read the following


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ASPECTS OF PERCEPTION

SOCIAL PERCEPTION : (Perception of Others)

How an Individual perceives other individuals

IMPRESSIONMANAGEMENT: (Self Presentation)

How an individual attempts to manage or

control the perceptions others form about

him/her


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Factors Influencing Interpretation

Perceptual Set

Perceptual Defense(protect oneself against ideas,

objects or situations that are

threatening or to deal withconflicting messages)


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Stereotyping (gender, age, race,ethnicity, caste). Generalization about a

group.

Halo Effect(+ve)/Horns Effect [-ve]

(based on one trait)


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Contrast Effect

Projection (project onesown feelings, personality

characteristics, attitudes ormotives onto others)


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Expectancy EffectSelfFulfilling prophesy,Pygmalion Effect


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Self-fulfilling Prophecy Cycle

Superior forms

expectations aboutemployee

Expectationsaffect superiors

behaviour

towardemployee

Superiorsbehaviour affectsabilities & self-

efficacy

Employeesbehaviourbecome

consistent withsuperiors

expectations


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Person Perception

Primacy Effect : First information

Pay less attention to subsequent

information Ignore information that contradicts

with the first impression


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Person Perception

Recency Effect:

Most recent information

dominates

earlier information losessignificance


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ATTRIBUTION

F

inding an explanation to the cause ofones own and others behaviour.

What is Fundamental Attribution Error?Tendency to incorrectly attribute the negative

behavior of other people to internal more than

external factors. Or The tendency tounderestimate the influence of EXTERNAL

factors and overestimate the INTERNAL factors

when making judgements about the behaviour


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ATTRIBUTION

What is Self-serving Bias?

The tendency to attribute their

own success to INTERNAL

FACTORS and put the blame for

failures onEX

TERN

ALFAC

TORS

.


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FACTORS AFFECTING ATTRIBUTION

Fritz Heider and H.H. Kelleyare the

contributors ofAttribution Theory.

This theory refer to decide whether a behaviour isinternally caused or externally caused. The following

three factors could be considered:

Consistency : Similar behaviour pattern insimilar jobs/situations, we attribute to

Internal reasons.


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FACTORS AFFECTING ATTRIBUTION

Distinctiveness : Similar behaviour in different

situation/job, we attribute to Internal

reasons.

Consensus : Do others behave similarly in this

situation? If Yes it is External.


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Example of ATTRIBUTION

Divya has done poorly in a test in her

third semester MBA course and has

expressed concern to her professor. Herprofessor, in trying to understand the

possible reasons for her behaviour

(doing poorly in the test) tries todetermine its degree of distinctiveness,

consistency, and consensus.


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IfDivya tends to do poorly in tests in other

courses (low distinctiveness), has performed

poorly on earlier tests in her management

class (high consistency), and if no other

students in her class did poorly in the test

(low consensus), the professor tends to make

an internal attribution regarding Divyasbehaviour.


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On the other hand, ifDivya does well in tests

in other courses (high distinctiveness), has

performed well in earlier tests in this

professors course (low consistency) and if

other students in the course have also done

poorly in this test (high consensus), theprofessor might make an external attribution

about her behaviour.


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THE PERCEPTUAL PROCESS

EXTERNAL STIMULI OBSERVATION

(Sight, Hearing, Smell,

Touch, Taste)

PERCEPTUAL SELECTION

Int. Factors, Ext. Factors

INTERPRETATION

Perceptual Errors AttributionsStereotyping Internal vs

Halo Effect External

Projection Causes

Expectancy for Success/

Effect Failure

PERCEPTUAL ORGANISATIONPerceptual Grouping

(Similarity, Proximity Closure,Figure-Ground)

RESPONSE

Covert Overt Attitudes Behaviour

Motivations

Feelings


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Impression Management

An attempt by an individual to

manipulate or control the

impression that others form

about them


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Impression Management

Impression Tactics:

Behavioural Matching

Self Promotion

Conforming to Norms

Flattering others

Being consistent


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Specific Applications in Organisations

Interviews

Interviewers make perceptual judgments

Interviewers generally draw early

impressions about candidates - PrimacyEffect

Interviewers tend to make comparisons -

Contrast Effect


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Performance Expectations Self-fulfilling prophecy high

expectations lead to highperformance and vice versa


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PerformanceE

xpectations

Positive Self-fulfilling Prophecy can

be used as a valuable strategy to

maximise employee performance

and help them to realise their

potential


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Performance Evaluation Recency Effect: In performance appraisal most

recent information gains significance over earlier

information

Performance appraisal takes into account objective

criteria but there is also a subjective element in

assessing individuals.

E

mployeeE

ffortAssessment of an individuals effort is a subjective

judgment.


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Perceptual Biases can cause problems in termsof:

Cause discrimination

Wrong selection/placement

Career limitations

Improper utilisation of employees

Employee potential remaining untapped


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Perceptual Biases can cause problems in termsof:

Cause discrimination

Wrong selection/placement

Career limitations

Improper utilisation of employees

Employee potential remaining untapped


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EXERCISE for Stereotype

Below is a list of characteristics that are

often used to indicate genderdifferences. If you believe that acharacteristic is more like a typical male,

mark anM

in the space provided.M

arkan F if you believe a characteristic ismore like a typical female. Mark an N ifyou believe there is no difference:

Contdd..


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EXERCISE

1. Aggressive ---------------

2. Dominant ---------------

3.E

xcitable in a major crisis------------4. Home oriented

5. High mechanical aptitude--------------

6. Feelings easily hurt-----------------7. Never cries----------------------

8. Strong need for security---------------


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EXERCISE

9. Indifferent to others approval------------

10. Like maths and science---------------

11

.E

motional---------------------12. Has difficulty making decisions---------


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SCORING FORSTEREOTYPES

FOR

Qs:1

,2,5,7,9

,10

giveyourself1 point for each Mrating, 0 for F or N.

For Qs: 3,4,6,8,11,12 give

yourself1 point for each Frating, 0 for M or N.


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Interpretation FORSTEREOTYPES

Maximum points :12

A high score indicates a strong

belief in traditional genderroles and a tendency to

stereotype sex roles.


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