Perception and Attribution Session 4
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Transcript of Perception and Attribution Session 4
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Perception and Attribution
Session 4
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Organizational Behavior / Perception
2
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Organizational Behavior / Perception
3
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Organizational Behavior / Perception
4
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Organizational Behavior / Perception
5
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Organizational Behavior / Perception
6
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Organizational Behavior / Perception
7
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Organizational Behavior / Perception
8
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Figure-Ground Illustration
Field-ground differentiation The tendency to distinguish
and focus on a stimulus that is classified as figure as opposed to background.
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What is Perception?
Is it same as reality or different? If yes, how?
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What Is Perception, and Why Is It Important?
•People’s behavior is based on their perception of what reality is, not on reality itself.
•The world as it is perceived is the world that is behaviorally important.
PerceptionA process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.
Social Perception is a process of interpreting information about another person.
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Factors ThatInfluence Perception
5–12
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Person Perception: Making Judgments About Others
Kelley’s Attribution TheoryWhen individuals observe behavior, they attempt to determine whether it is internally or externally caused.
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Attribution Theory
explains how individuals
pinpoint the causes of their
own behavior or that of others
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Internal and External Attributions
Internal Attributions:Attributing events to something within the individual’s control.
External Attributions:Attributing events to something outside the individual’s control.
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Informational Cues
Distinctiveness: shows different behaviors in different situations.
Consensus: response is the same as others to same situation.
Consistency: responds in the same way over time.
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Customer has complained about an
employee
There are no complaints about other employees
(low consensus)
An employee has received similar complaints in a
past job (low
distinctiveness)
Complaints have been coming in
steadily (high consistency)
Internal attribution (An employee’s behavior stems mainly from internal causes)
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An employee has performed poorly
on collections
Other employee s are performing
poorly on collections
(high consensus)
He/She performs poorly only on
this task (high
distinctiveness)
Most of the time an
employee handles
collections well (low
consistency)
External Attribution(An employee’s behavior
stems mainly from external causes)
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Attribution Theory
5–19
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Attribution Biases
Fundamental Attribution Error –Underestimating the influence of external
factors and overestimating the influence of internal /personal factors.
Self – Serving Bias –Attributing own success to internal factors and
putting blame for failure on external factors.
Cultural Aspect
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Shortcuts/Barriers to Social Perception
Selective Perception Halo Effect Contrast Effect Projection Stereotyping Self fulfilling prophecy Impression Management
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Frequently Used Shortcuts in Judging Others
Selective PerceptionPeople selectively interpret what they see on the basis of their interests, background, experience, and attitudes.
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Frequently Used Shortcuts in Judging Others
Halo EffectDrawing a general impression about an individual on the basis of a single characteristic
Contrast EffectsEvaluation of a person’s characteristics that are affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics.
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Frequently Used Shortcuts in Judging Others
ProjectionAttributing one’s own characteristics to other people.
StereotypingJudging someone on the basis of one’s perception of the group to which that person belongs.
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Researchers at MIT and the University of Chicago mailed 5000 résumés to potential employers, using “white-sounding” and “black-sounding” names
Callback rates on identical résumés were substantially higher for white-sounding names than for black-sounding names
Conclusion: stereotypes and false attributions can lead to discrimination in hiring.
What’s in a Name?
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Self – fulfilling Prophecy – (Pygmalion Effect)The situation in which our expectations about people affect our interaction with them in such a way that our expectations are fulfilled.
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Impression Management The process by which individuals try to
control the impression others have of them Name dropping Appearance Self-description Flattery Favors Agreement with opinion
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Specific Applications in Organizations
Employment Interview Perceptual biases of raters affect the accuracy of
interviewers’ judgments of applicants.Performance Expectations
Self-fulfilling prophecy (pygmalion effect): The lower or higher performance of employees reflects preconceived leader expectations about employee capabilities.
Ethnic Profiling A form of stereotyping in which a group of individuals is
singled out—typically on the basis of race or ethnicity—for intensive inquiry, scrutinizing, or investigation.
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Specific Applications in Organizations (cont’d)
Performance Evaluations Appraisals are often the subjective (judgmental)
perceptions of appraisers of another employee’s job performance.
Employee Effort Assessment of individual effort is a subjective
judgment subject to perceptual distortion and bias.
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How quickly can you spot the 2’s in the picture to the right?
The task is effortless for “synesthetes,” who perceive the 2’s as a different color from the 5’s.
Synesthesia is a rare perceptual condition in which one sensory perception triggers another—for example, music evokes colors or smells.
Synesthesia: Unusual Perception