Chapter 3 and 5 (week 3)

Question 1

What is Perception?

Answer 1

The process of interpreting (1) the message of sense to provide order (2) and (3) meaning to the environment

Question 2

What are the components of perception?

Answer 2

1. Perceiver (observer)
   - Always looks at the target with his like perspective in his eyes, motives, emotional mood, abilities everything
2. target
   - A target is a living human being
   - the more ambiguous the target the less you know about a person or a thing, we make up things, there is a target what we give off
   - the more ambiguous the more we make up stuff
3. Situational
   - the connect of the situation
   - where we target the person in the environment around us

Question 3

What is social identity theory?

Answer 3

My or yours sense of self is comprised of my perosnal and social identitiy, there are 2 parts to sensse of self

1. How I look at myself as a tarher based on their charictericist and membercship in social categories (situtions)….what conclsuions I draw on myself
2. Perceivers form percetion of others (target) based on their membership in social categories (situtions)

Question 4

What is a prototype?

Answer 4

most typical attributes embedded by members that belong to a social category, sit behind and feed social identitiy

Question 5

What is the 5 stage step perception model

Answer 5

1. Stimuli
   - is everything around you, we have a limited capacity to process this stuff
2. Observations
   - 5+1, the plus 1 is gun stinks, gathering data. trying to make one of what I am looking at
3. Perception/selection
   - what be select out is has to do with internal with me and external to the target
4. Organization
   - we construct a reality, we contrary a representative ( we contract a picture) we start creating a picture of the person/personality
5. Interpretations
   - when we make a attribution about a person, when we sign a meaning, reason, or cause to what we perceive

Question 6

What is the Bruner Model of perception?

Answer 6

1. Unfamiliar target encounter– eg new co worker (stimuli)
2. Openess to target cues–eg search for informations (observations)
3. Familiar Cues encountered– eg co-worker is Stanford grad, there were many more but selected Stanford grad
4. Target categorized– eg, standford grad then he is a good man
5. Cue selectivity—(sections) we pay attention ti some things and we thought out others, we choose to pay attention to something but not others
   (no interceptions in Bruner)
6. Categorization strengthened

Question 7

What is an attribution?

Answer 7

the process by which causes or motives are assigned to explain peoples behaviours

Question 8

What are the 2 types of attributions?

Answer 8

1. Internal attributes
   - when we assign the meaning of their behaviour to them, he is having success because of him
2. External Attributions
   - Perceptions that outcomes are due to behaviour or situation of the environment rather than the person
   the boss us bad, teammates are pushing them down

Question 9

What are the 3 attribution cues

Answer 9

1. Consistency Cues– data, data on consistency consistency cuing some data of a employee performance overtime
2. Consensus cue data– I am going to go out to get data that provides an opportunity to provide comparison throughout employees
3. Distributive cuing– this data allow for comparison across tasks

the more data the more productivity will increase

Question 10

What are the 9 most common perceptional errors most commonly made by humans (seen in workplace) and explain them

Answer 10

1. Biases in attribution
   A- fundamental attribution error
   - tendency to overemphasize, perceivers are observers, tend to over value behaviours, the human tend to land on internal attributions, when we see disappointing poor habits we don’t jump to the environment, we tend to do what he idd in front
   B- Actor observer effect, observer looks at actor, because something happened in the environment, we see it oppositely
   C- self-serving
   - who bad things happen it is called scape coating we blame it and push it elsewhere
2. Stereotyping
   - refers to the process in which we tend to attribute (give label) to someone characteristics that typify (prototypes) a particular group they belong to
3. Self-fullifing prophecy
   - is is an stereotyping in the head
   - stereotypical to a ethnic group member and then he begins to transfer those stereotypical views to himself accruing to the stereotypical views of others
   - pigmelian affect– based on a study done the expectation has lead to certain levels of performance
4. Halo/Horn
   - there is a positive and negative aspect
   - when I have a favourable impression of someone, haloing happens and the tendency to forget about other real charisterisitcs
   this can go the other way
5. Projections
   - it is the belief that other people see the dame thing as me and assume your like me
6. Implicit personality theory
   - when we make up what a person is in our head because of our values
7. Primacy affect
   - first impressions, to rely on first cues without your Brain knowing
8. Recency effect
   - the tendency for perceivers to rely on recent cues or last impressions
9. Reliance on en trial traits
   - physical looks, height, weight etc
   - our particular traits

Question 11

What are the 4 most common reasons for perceptional errors in the workplace today?

Answer 11

1. perception and workforce diversity
   - (EDI) because we have changing workforce demographics and huge force to value diversity
   - connection with SQ the higher I measure the higher diversity management I can do
2. Perception of trust
   - Trust-willigness to be vulnerable and take risk with actions of another party
   - do I have trust perceptions inside and outside
3. POS (perceived organizational support)
   - low perceptions of work support
   - organizational support– when the organization values there contribution and cares about the well-being of the employess
4. Perception in human resource management
   - errors in recruiting in sections, the practice of the system and the errors

Question 12

what did the 2 HBR article say in this week

Answer 12

there was research done by people to see what happens when we anonymize job applications