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Individual Behaviour - Perception

The document discusses perception and how individuals interpret sensory information to understand their environment. It also discusses how people make judgments of others based on attribution theory, shortcuts like selective perception and stereotyping, and how perception affects organizations through hiring, performance expectations, and evaluations.

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Prashant Kachhela
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86 views

Individual Behaviour - Perception

The document discusses perception and how individuals interpret sensory information to understand their environment. It also discusses how people make judgments of others based on attribution theory, shortcuts like selective perception and stereotyping, and how perception affects organizations through hiring, performance expectations, and evaluations.

Uploaded by

Prashant Kachhela
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Individual Behaviour :

Perception
What Is Perception, and Why Is It Important?

Perception
A process by which • People’s behavior is
individuals organize and based on their
interpret their sensory perception of what
impressions in order to reality is, not on
give meaning to their reality itself.
environment.
• The world as it is
perceived is the world
that is behaviorally
important.

© 2005 Prentice Hall Inc. All rights reserved. 5–2


Person Perception: Making Judgments About
Others

Attribution Theory
When individuals observe behavior, they attempt to
determine whether it is internally or externally
caused.

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.

© 2005 Prentice Hall Inc. All rights reserved. 5–3


Frequently Used Shortcuts in Judging Others

Selective Perception
People selectively interpret what they see on the
basis of their interests, background, experience,
and attitudes.

© 2005 Prentice Hall Inc. All rights reserved. 5–4


Frequently Used Shortcuts in Judging Others

Halo Effect
Drawing a general impression about an individual on
the basis of a single characteristic

Contrast Effects
Evaluation of a person’s characteristics that
are affected by comparisons with other
people recently encountered who rank higher
or lower on the same characteristics.

© 2005 Prentice Hall Inc. All rights reserved. 5–5


Frequently Used Shortcuts in Judging Others

Projection
Attributing one’s own characteristics to other people.

Stereotyping
Judging someone on the basis of one’s perception of
the group to which that person belongs.

© 2005 Prentice Hall Inc. All rights reserved. 5–6


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.

© 2005 Prentice Hall Inc. All rights reserved. 5–8


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.

© 2005 Prentice Hall Inc. All rights reserved. 5–9

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