Perceptopns and attributions ch 4 Flashcards
perception is based on prior experience and is the
cognitive process by which one selects, organizes, and gives meaning to environmental stimuli
(Each person gives his or her own meaning to stimuli, so each perceives things differently)
Generally, people perceive stimuli that
satisfy needs, emotions, attitudes, or self-concept
The perceptual process
work environment stimuli -> Observation-> selection-> Translation-> Response
Different types of perceptual grouping
- law of nearness- .. .. or . .. . or ….
- law of similarity- xoxo collum or oooo / xxxx rows
- law of closure- fill in the gaps so three lines become a triangel
- law of figure and ground- organise sensations into figures and backgrounds
Schemas
A framework embodying descriptions of people, situations, or objects and helps us make better sense of information.
- They are person, role, self or event based.
- They are used to examine or prepare for situations
Self- Fulfilling Prophecy
Someone’s expectations about anothercauses the individual to behave in a manner consistent with those expectations
Pygmalion effect
Positive case of self fulfilling prophecy
Golem effect
negative case of self fulfilling prophecy
Steriotyping
is not inherently bad or wrong, its a translation step in the perceptual process
- Helps people deal with massive information-processing demands
-A useful, even essential, way to categorize individuals, events, or other things on the basis of limited information or observation
Social Perception and Social Identity
- categorization process- compare our group to other groups
- homogenization process- similar traits within a group different traits across groups
- Differentiation process- develope less favourable image of people from other groups than our
Prejudice
- A stereotype that doesn’t change when given information showing the stereotype is inaccurate
- Often the result of direct experiences with members of the rejected group
- Once formed, positive experiences with the persons, group, or unit usually do not reverse the prejudice
scapegosting
Extreme form of prejudice
Negative effects of stereotyping
- social injustice
- Poor decision making
- Stifled innovation
- under-utilization of HR
- Ineffectiveness and inefficency
- Holding back talanted qualified people
halo effect
One important or noticeable characteristic biases an evaluation, perception, or impression of a person
An individual’s attractiveness can influence managerial decisions
halo effect
- Attractiveness increased evaluations, pay raises, and promotions for women in non-managerial positions
- The opposite was true for women in managerial positions
Similar-to-me errors
- Using oneself as benchmark in perceiving others
- but knowing oneself makes it easier to see other accurately
- but those who accept themselves are more likely to see favorable aspects of others
- Choosing subordinates who are similar to u may not be appropriate to thesituation
Perceptual Accuracy Can be Affected by…
- the press of time
- attitudes of subordinates
- Other situational factors
Attribution Theory
Behavior is greatly influenced by our personal interpretation of reality (Therefore, perceptual processes are potent determinants of behavior)
- Attempts to explain the why of behavior
- Based on people’s attributions of the causes of events that happen to them
The Attribution Process
event-> Analysis of cause of event -> Reinforcement or modification of pervious assumptions of cause -> Choice regarding future behaviour.
Behaviour is examined on the basis of its
- Distinctiveness
- Consistency
- Consensus
distinctiveness
Degree to which one behaves similarly in different situations
- across situations
Yes- Low
No- High
Consistency
Degree to which one engages in the same behaviors at different times
- over time
Yes- high
No- low
consensus
Degree to which others are engaging in the same behavior
- across people
Yes- high
No- low
Internal attribution
- Low distinctiveness
- High consistency
- Low consensus
External Attributions
- High distinctiveness
- Low consistency
- Nigh Consensus
fundamental attribution error
Under-estimating the importance
of external factors and over-estimating internal factors when making attributions about the behavior of others
Self serving bias
Taking credit for successful work and denying responsibility for poor work
Managerial implications of an attributional approach
to understanding work behavior
- influence behavour managers must understand the attributions employees make
- Managers must be aware that their attributions may be different from employees attributions
- Managers cannot assumer their own attributions are error free
