PerceptionLecture 3

ConceptIs a process of interpretationPeople select, organize, interpret and

respond to information around themMay be described as a person’s view of

realityOpinions about issues or activities

surrounding a personImpression about people (subordinates, peers

and superiors) around an individual

FeaturesSensory experience – we use our senses to

interpret informationFilter- sorting out the relevant information

from the irrelevant onesSubjective- different people look at the same

event from different anglesUnique interpretation- mental process of

judging eventsBasis of human behavior- there can be no

behavior without perception

Factors that Influence PerceptionFactors in the perceiverAttitudesMotivesInterestsExperienceExpectation

Factors in the perceiverAttitudesMotivesInterestsExperienceExpectation

Factors in the situationTimeWork settingSocial setting

Factors in the situationTimeWork settingSocial setting

PERCEPTION

Factors in the targetNoveltyMotionSoundSizeBackgroundProximity

Factors in the targetNoveltyMotionSoundSizeBackgroundProximity

Perception, Attribution And Individual Decision Making

Factors affectingCharacteristics of perceiver: - Attitudes: positive & negative - Moods: good or foul mood - Motives: goals - Self concept: opinion about oneself,

confidence - Interest: individual’s interest in any task

..contdCharacteristics of target: - Motion: moving objects catch better

attention - Sound: louder sound will be more

noticeable - Size: larger size better attention - Contrast: more contrast more attention - Novelty & familiarity: uncommon objects

in common surroundings

..contdCharacteristics of the situations - Time: crucial or casual time - Work setting: conditions of the work

environment - Social setting: cooperative or manipulative

Perceptual Distortions/Errors

Selective perception: It is our tendency to choose information that supports our viewpoints, individuals often ignore information that makes them feel uncomfortable

Stereotyping: It is a generalization about a group of people. Ex: Good looking people are good employees

..contd

Halo Effect: It is the process of using a single personality attribute while evaluating a person, especially a positive impression. Ex: A good student is also a responsible student

First impressions: First impression is the last impression. We tend to remember what we perceive first about a person

…contdContrast effect: Contrasting effect always catches

more attention. Ex: Yellow against black background. “No smoking” posters

Projection: Is the tendency for people to see their own traits in other people. Example: Dishonest people tend to see dishonesty in others

Attribution: Refers to the way people try to understand the behavior of others. It is the process of assigning causes for any activity or event

…contdImplicit personality theory: We tend to have our

mini theories about how people look & behave. Ex: People in fashionable dress are considered to like modern music

Self fulfilling prophesy: Also known as Pygmalion effect. These are situations in which our expectations about people affect our interaction with them in such a way that our expectations are fulfilled. Ex: When a manager says he trusts his subordinates will perform well, there is a tendency for subordinates to perform well automatically

Perceptual ProcessObservation & selection: It is the tendency to

filter out information that is irrelevant. It is the process of selecting only relevant information

Perceptual organization: Is the process by which people categorize data into recognizable patterns

Perceptual Interpretation: Refers to the process of analyzing the information thus gathered & drawing meaningful conclusions thereof.

Importance / ApplicationsEmployee Interview: helps in deciding whom

to hire & whom not toPerformance evaluation: An employees future

is closely tied to his appraisal- promotions, pay raises etc

Performance expectations: depending of the employees capabilities & skills, responsibilities & duties are assigned

Employee loyalty: helps in judging whether an employee will remain with the organization for a short, medium or long term