Organizational Behaviour – Perception PDF

Organizational Behaviour – Perception Dr.M.P.Ganesh Department of Liberal Arts Indian Institute of Technology Hyderabad  Outline ´ Defining Perception ´ Basic elements of perception ´ Principles of Perceptual Selection ´ Perceptual Organization ´ Social Perception ´ Perceptual...

Organizational Behaviour – Perception Dr.M.P.Ganesh Department of Liberal Arts Indian Institute of Technology Hyderabad  Outline ´ Defining Perception ´ Basic elements of perception ´ Principles of Perceptual Selection ´ Perceptual Organization ´ Social Perception ´ Perceptual Biases ´ Implication to HRM What is perception? ´ Process of giving meaning to sensory stimulus through organizing and interpreting. ´ It is how we ‘see’ things. ´ Perception is an individual’s view of reality. ´ It is highly subjective. ´ Role of perceptions at work place? Basic elements of perception ´ Selection and screening of information ´ Organization of stimuli ´ Sub-processes of perception ´ Stimulus ´ Registration ´ Interpretation ´ Feedback ´ Consequence (the response) Principles of perceptual selection ´ How we select the stimulus? ´ External and internal factors. ´ External factors ´ Intensity ´ Size ´ Contrast ´ Repetition ´ Motion ´ Novelty and familiarity Principles of perceptual selection ´ Internal factors ´ Habit ´ Motivation and interest ´ Learning ´ Organizational role and specialization Perceptual organization ´ Grouping ´ Closure ´ Figure-ground ´ Perceptual constancy Perceptual grouping Perceptual closure Figure-ground Perceptual constancy Optical illusions Social Perception ´ The process of combining, integrating and interpreting information about others to gain an accurate understanding of them. ´ Attribution: the process through which individuals attempt to determine the causes behind others’ behaviour. Social Identity ´ Personal identity: The characteristics that define a particular individual. ´ Social identity: defining a person in the context of his/her membership in various social groups. ´ Social identity theory: we perceive ourselves and others based on both our unique characteristics (personal identity) and our membership in various groups (social identity). The Attribution Process ´ Internal Vs External causes ´ Kelley’s theory of causal attribution: ´ Consensus: the extent to which other people behave in the same manner as the person we are judging. ´ Consistency: how consistently the person exhibits the behaviour in similar context. ´ Distinctiveness: the extent to which a person behaves in the same manner in other contexts. Attribution of Cause ´ Low Consensus, Low Distinctiveness, High Consistency = Personal Attribution ´ High Consensus, High Distinctiveness, High Consistency = Stimulus Attribution ´ High Consensus, Low Distinctiveness, Low Consistency = Circumstance Attribution Perceptual Biases in Social Perception ´ Fundamental attribution error: the tendency to attribute other’s action to internal causes while largely ignoring external factors. ´ Halo effect: overall impressions of others affecting specific judgments. ´ Team halo effect: the tendency for people to credit teams for their successes but not hold to them accountable for their failures. Perceptual Biases in Social Perception…. ´ Similar-to-me effect: perceiving people who are similar to us in positive light. ´ Selective perception: the tendency to focus on some aspects of the environment while ignoring others. ´ First-impression error Halo effect Power of Perception ´ Self-fulfilling prophecy ´ Pygmalion effect ´ Golem effect Job stereotypes Stereotyping ´ A belief that all members of specific groups share similar traits and are prone to behave the same way. ´ Negative impact: ´ Selective perception ´ Bias and prejudice Some implications for HR ´ Impression management techniques ´ Bias and stereotyping during selection and appraisal Stethoscope Sewing machine