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Module 2 - Perception

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12 views17 pages

Module 2 - Perception

Uploaded by

kevalkannu27
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Module 2 – Unit V :

Perception
By Jyothi Parihar
Perception
Perceptionis defined as “a process by
which individuals organize and
interpret their sensory impressions in
order to give meaning to their
environment (Robbins)1”.

Example : What one perceives may be


different from objective reality. A person
coming late on duty may be perceived as
casual and tardy while there may be social
problems faced by him.
Factors Influencing
Perception

Object/Target
Perceiver • Shape
• Attitude Situation • Size
• Motives • Time
• Shade
• Interests • Work setting
• Sound
• Experience • Social setting
• Movement
• Expectations
Background
Stages of Perception

Receivin Selectin
g g

Organizi
ng

Interpret
ing
Errors in Perception
Illusion.
Hallucination.
Halo Effect.
Stereotyping.
Similarity.
Horn Effect.
Contrast.
Illusion :
The illusion is a false perception. Here the person will
mistake a stimulus and perceive it wrongly.

For example, in the dark, a rope is mistaken for a snake or


vice versa. The voice of an unknown person is mistaken
as a friend’s voice. A person standing at a distance who
is not known may be perceived as a known person.

 Hallucination:
Sometimes we come across instances where the
individual perceives some stimulus, even when it is not
present. This phenomenon is known as a hallucination.
The person may see an object, person, etc. or he may
listen to some voice though there are no objects and
sounds in reality.
Halo Effect :

The individual is evaluated on the basis of


perceived positive quality, feature, or trait.
A halo effect operates when we draw a
general impression about an individual
based on a single characteristic, such as
intelligence, sociability, or appearance.

In other words, this is the tendency to rate a


man uniformly high or low in other traits if
he is extraordinarily high or low in one
particular trait: If a worker has few
absences, his supervisor might give him a
high rating in all other areas of work.
Stereotyping :
People usually can fall into at least one
general category based on physical or
behavioral traits then they will be
evaluated. When we judge someone on
the basis of our perception of the group
to which he or she belongs, we are
using a shortcut called stereotyping.

For example, a boss might assume that a


worker from a Middle East country is
lazy and cannot meet performance
objectives, even if the worker tried his
best.
Similarity :
Often, people tend to seek out and rate those
who are similar to themselves more
positively. This tendency to approve of
similarity may cause evaluators to give
better ratings to employees who exhibit the
same interests, work methods, points of
view, or standards.

 Horn Effect :
When the individual is completely evaluated
based on a negative quality or feature
perceived, this results in an overall lower
rating than an acceptable rate.
He is not formally dressed up in the office.
That’s why he may be casual at work too.
Contrast :
The tendency to rate people
relative to others rather than
the individual performance he
or she is doing. Rather will
evaluate an employee by
comparing that employee’s
performance with other
employees.
Attribution Theory of
Perception:
An attempt to determine whether an
individual’s behavior is internally or
externally caused. It tries to explain
the ways in which we judge people
differently, depending on the
meaning we attribute to a given
behavior.
It suggests that when we observe an
individual’s behavior, we attempt to
determine whether it was internally or
externally caused.
Internally caused behaviors are those we
believe to be under the personal control
of the individual.
Externally caused behavior is what we
imagine the situation forced the individual
to do.
Example: If one of your employees is late
for work, you might attribute that to his
partying into the wee hours and then
oversleeping. This is an internal
attribution. But if you attribute lateness to
an automobile accident that tied up
traffic, you are making an external
attribution.
The three determining factors.

1. Distinctiveness refers to whether an individual


displays different behaviors in different situations. Is
the employee who arrives late today also one who
regularly “blows off” commitments?
2. Consensus.
 If everyone who faces a similar situation responds in
the same way, we can say the behavior shows
consensus. The behavior of our tardy employee
meets this criterion if all employees who took the
same route were also late.
 From an attribution perspective, if consensus is
high, you would probably give an external attribution
to the employee’s tardiness, whereas if other
employees who took the same route made it to work
on time, you would attribute his lateness to an
internal cause.
3. Consistency.
Finally, an observer looks for
consistency in a person’s
actions. Does the person
respond the same way over
time? Coming in 10 minutes
late for work is not perceived
in the same way for an
employee who hasn’t been
late for several months as it
is for an employee who is late
two or three times a week.
Attribution Theory
Attribution
Observation Interpretation
of cause

High
Distinctivene External
ss Low
Internal

High
Individual External
Consensus Low
behavior Internal

High
Internal
Consistency
Low External
fundamental attribution
error The tendency to
underestimate the influence of
external factors and
overestimate the influence of
internal factors when making
judgments about the behavior of
others.
self-serving bias The tendency
for individuals to attribute their
own successes to internal
factors and put the blame for
failures on external factors.
Aspect of personality that
influence perceptions
Costello, Zalkind (1962) and Hamacheck (1971)2
indicate the following relationship between
personality factors and perception
(a) Secure person perceives others as warm
individuals.
(b) Thoughtful individuals do not perceive situation in
terms of Black and White but understand that there
can be different shades of gray. Hence they do not
make judgments based on single piece of evidence.
(c) Self-accepting people perceive others liking and
accepting them. Those who are not self-accepting
tend to distrust others.
(d) Self-accepting person also accepts others easily
which is not true of those who are not self-
accepting.

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