Organizational Behavior Organizational Behavior Chapter 3: Perception and Learning in OrganizationChapter 3: Perception and Learning in Organization

Prepared by:Nur Aisyah Binti Mahbob

(2010312861)Prepared for:

Miss Syahrina ‘Adliana

Prepared by:Nur Aisyah Binti Mahbob

(2010312861)Prepared for:

Miss Syahrina ‘Adliana

Table of ContentTable of Content

1. Case Summary2. Question 3. Introduction4. Body

I. Check the perceptionII. Awareness of Perception BiasesIII. Self-awarenessIV. Interaction and Communication

5. Conclusion6. References

1. Case Summary2. Question 3. Introduction4. Body

I. Check the perceptionII. Awareness of Perception BiasesIII. Self-awarenessIV. Interaction and Communication

5. Conclusion6. References

Case SummaryCase Summary

Salmah, an 3 years employee in ABS Corp. A careful, hardworking, disciplined, ideas contributor employee in the company. She expected good pay, feedback and next promotion from her top management. However, the one who get promoted is Ahmad who is being a good friend to her boss. She believed Ahmad’s promotion is not based on his performance and skill as Salmah believes that his skill and performance is not as high as hers. Salmah makes a perception where her boss being discriminate her based on sexism by letting Ahmad get promoted. Salmah began to change from positive to negative attitude as her perception towards Ahmad and her boss becomes negative.

Salmah, an 3 years employee in ABS Corp. A careful, hardworking, disciplined, ideas contributor employee in the company. She expected good pay, feedback and next promotion from her top management. However, the one who get promoted is Ahmad who is being a good friend to her boss. She believed Ahmad’s promotion is not based on his performance and skill as Salmah believes that his skill and performance is not as high as hers. Salmah makes a perception where her boss being discriminate her based on sexism by letting Ahmad get promoted. Salmah began to change from positive to negative attitude as her perception towards Ahmad and her boss becomes negative.

QuestionQuestion

With reference to the case, Salmah may have made

wrong perception towards her boss’s decision. Discuss the possible decision that Salmah could take in order to provide her with more

accurate perception.

With reference to the case, Salmah may have made

wrong perception towards her boss’s decision. Discuss the possible decision that Salmah could take in order to provide her with more

accurate perception.

IntroductionIntroduction

“We don’t see things as they are; we see things as we are.” Anais Nin

Starting with a simple different process of perception. (Carley, C.)

“We don’t see things as they are; we see things as we are.” Anais Nin

Starting with a simple different process of perception. (Carley, C.)

To a maple tree, it is a source of life.

To a photographer, it is a still life.

To a street cleaner it’s rubbish.

To Canadian, it’s a nation symbol.

To an insect, it’s a meal.

Definition of Perception.Definition of Perception.

Perception can be defined as a process of receiving information about and making sense of the world around us. (McShane). It came from a Latin word, percepio, defined as an organization or interpretation of the information received to understand the environment.(Schacter).

Perception can be defined as a process of receiving information about and making sense of the world around us. (McShane). It came from a Latin word, percepio, defined as an organization or interpretation of the information received to understand the environment.(Schacter).

From the definition, it clearly stated that perception is a process of making a statement or perception based on the information received. Most of the time, perception could be far away than perfect because it is processed through information received which some of them is not a fact.

From the definition, it clearly stated that perception is a process of making a statement or perception based on the information received. Most of the time, perception could be far away than perfect because it is processed through information received which some of them is not a fact.

InformationInformation

InformationInformationInformation

Attitude

Behavior

Perception

ELEMENTS RESULTS

The information is received by the 5 human senses from the environment and result in perception and behavior towards the condition. The Model of Perceptual Process shows clearly how the information received can result in perception, behavior and attitude towards particular condition and situation.

The information is received by the 5 human senses from the environment and result in perception and behavior towards the condition. The Model of Perceptual Process shows clearly how the information received can result in perception, behavior and attitude towards particular condition and situation.

Feeling Hearing Seeing Smelling

Tasting

Selective attention and emotional marker response

Perceptual organization and enterpretation

Attitude and behavior.

Model of the Perceptual Process

Model of the Perceptual Process

Environmental Stimuli

The 5 elements plays an important role to result in perception made by someone. In this case, Salmah:1. Feel that her boss do not want any

woman to be top in the company. 2. Hear that promotion she believed she

deserve being given to someone else. 3. See that Ahmad is always with her

boss even during weekend.

The 5 elements plays an important role to result in perception made by someone. In this case, Salmah:1. Feel that her boss do not want any

woman to be top in the company. 2. Hear that promotion she believed she

deserve being given to someone else. 3. See that Ahmad is always with her

boss even during weekend.

So, with the elements, it has influenced Salmah to create a negative perception toward her boss’s decision in promoting Ahmad instead of her. The perception that created by Salmah may be wrong and to increase the accuracy of Salmah’s perception, the method is:

So, with the elements, it has influenced Salmah to create a negative perception toward her boss’s decision in promoting Ahmad instead of her. The perception that created by Salmah may be wrong and to increase the accuracy of Salmah’s perception, the method is:

I. Check the perceptionII. Awareness of Perception BiasesIII. Improving Self-awarenessIV. Interaction and Communication

Check the Perception Made.

Check the Perception Made.

Checking the perception made is an important method in increasing the accuracy of the perception made. (Carly,C.) It includes the checking the information received that led to the making od the perception. Analyze can be defined as a study or determine something in detail and interpret it. (Oxford Dictionary). As example, the information that is received from the stimulus being checked to avoid wrong result in perception, attitude and behavior.

Checking the perception made is an important method in increasing the accuracy of the perception made. (Carly,C.) It includes the checking the information received that led to the making od the perception. Analyze can be defined as a study or determine something in detail and interpret it. (Oxford Dictionary). As example, the information that is received from the stimulus being checked to avoid wrong result in perception, attitude and behavior.

By checking the early information received, it could increase the accuracy of perception towards someone or something. In Salmah’s case, what she ‘believed’ is more than what she really ‘know’. She believed that her skill and performance is higher than Ahmad’s skill and performance. This situation could led to negative perception towards her boss’s decision as she regarded herself is more valuable than Ahmad. Checking the information on Ahmad’s skill and performance could increase the accuracy of her perception towards her boss’s decision.

By checking the early information received, it could increase the accuracy of perception towards someone or something. In Salmah’s case, what she ‘believed’ is more than what she really ‘know’. She believed that her skill and performance is higher than Ahmad’s skill and performance. This situation could led to negative perception towards her boss’s decision as she regarded herself is more valuable than Ahmad. Checking the information on Ahmad’s skill and performance could increase the accuracy of her perception towards her boss’s decision.

Awareness perceptual biases

Awareness perceptual biases

Perceptual biases occur when perceiver’s beliefs influenced their evaluation. Such example, if an employer has a beliefs that man employee can perform well than woman employee, a perceptual biases has occur. By acknowledge this biases occur, the perceiver’s need to minimize the errors of perceiving. There are 6 types of perceptual errors.

Perceptual biases occur when perceiver’s beliefs influenced their evaluation. Such example, if an employer has a beliefs that man employee can perform well than woman employee, a perceptual biases has occur. By acknowledge this biases occur, the perceiver’s need to minimize the errors of perceiving. There are 6 types of perceptual errors.

Attribution Errors

Self-Fulfilling Prophecies

Halo-effect Error

Primary Effect ErrorRecency Effect Error

Self-consensus Effect Error

The Errors Are?The Errors Are?

Attribution Error.Two types of attribution error:

Attribution Error.Two types of attribution error:

• Occurs when the perceiver sees the person rather than the situation that result in that person’s behavior

• It occurs when the perceiver can not see clearly the external factor or causes that led to that person’s behavior.

• Example: A employer belief that Q is a hardworking employee, suddenly, the employees performance decrease.

Fundamental

Attribution Errors

• The tendency to credit our success to our internal factor and our failure to the external factors.

• Example: An employer take credit for the successful in getting a tender for himself or blaming his employee in failure of getting the tender.

Self-serving bias

Self-fulfilling prophecies. A strong influence situation based on how we view and label things and consistent with the perceptions. Self-fulfilling prophecies has the strong effect in influencing the perception from the reality. It affect stronger in the beginning of relationship, when people has the same expectation and with people who has low past achievement. The are 4 steps in completing this error.

Self-fulfilling prophecies. A strong influence situation based on how we view and label things and consistent with the perceptions. Self-fulfilling prophecies has the strong effect in influencing the perception from the reality. It affect stronger in the beginning of relationship, when people has the same expectation and with people who has low past achievement. The are 4 steps in completing this error.

Make a prediction

Act as if the prediction is

true.

Because you act as if

true, it becomes

true.

Prediction is confirmed

Other Errors: Halo-effectOccurs when one trait of a person forms a general impression towards that person. Such example, an employer perception changed because for only one thing done by an employer. Primary effectOccurs when first impression based on the first information the perceiver’s received about that person. Example, negative impression occur when an employer heard about an employee who always comes late to office.

Other Errors: Halo-effectOccurs when one trait of a person forms a general impression towards that person. Such example, an employer perception changed because for only one thing done by an employer. Primary effectOccurs when first impression based on the first information the perceiver’s received about that person. Example, negative impression occur when an employer heard about an employee who always comes late to office.

Other Errors: Recency-effectOccurs when the latest information about a person overlooked our overall perception towards that person. Such example, an employer is pleased when he heard that his new employee is a successful worker in the past companies. False-consensus effectOccurs when the perceiver overestimate the extent to which others have beliefs and characteristics similar to our own. Such example, when an employee do not like his boss, he believe that large percentage of workers inside the organization has the same thought as his.

Other Errors: Recency-effectOccurs when the latest information about a person overlooked our overall perception towards that person. Such example, an employer is pleased when he heard that his new employee is a successful worker in the past companies. False-consensus effectOccurs when the perceiver overestimate the extent to which others have beliefs and characteristics similar to our own. Such example, when an employee do not like his boss, he believe that large percentage of workers inside the organization has the same thought as his.

Based on the case, Salmah may has the wrong perceptions toward her boss’s decision in promoting Ahmad instead of her. It can relate to the error of halo-effect in making perception towards Ahmad. Ahmad’s one trait that his skill and performance is regarded as lower than her makes Salmah think negatively about her boss letting Ahmad being promoted. The one trait that form a general conclusion that led to negative perception of Salmah towards her boss’s decision. In increasing the accuracy of Salmah’s perception, Salmah has to change the perception that influence by her beliefs in resulting negative perception towards her boss’s decision and change the beliefs that Ahmad is not entitled from being promoted based on his skill.

Based on the case, Salmah may has the wrong perceptions toward her boss’s decision in promoting Ahmad instead of her. It can relate to the error of halo-effect in making perception towards Ahmad. Ahmad’s one trait that his skill and performance is regarded as lower than her makes Salmah think negatively about her boss letting Ahmad being promoted. The one trait that form a general conclusion that led to negative perception of Salmah towards her boss’s decision. In increasing the accuracy of Salmah’s perception, Salmah has to change the perception that influence by her beliefs in resulting negative perception towards her boss’s decision and change the beliefs that Ahmad is not entitled from being promoted based on his skill.

Improve Self-AwarenessImprove Self-Awareness

More powerful to improve and increase accuracy of perception is by self-awareness. It help people to become more aware in detecting the biases in he perception made. Most of the wrong perception is influenced by the mindset, own beliefs and environmental factors. In order to reduce the error, the perceiver must aware of the factor contributed to the wrong perception. Generally, getting know ourselves is the way to reduce the wrong perception and unknowingly increase the accuracy of the perception made towards others.

More powerful to improve and increase accuracy of perception is by self-awareness. It help people to become more aware in detecting the biases in he perception made. Most of the wrong perception is influenced by the mindset, own beliefs and environmental factors. In order to reduce the error, the perceiver must aware of the factor contributed to the wrong perception. Generally, getting know ourselves is the way to reduce the wrong perception and unknowingly increase the accuracy of the perception made towards others.

In 1955, Johari Window model developed by Joseph Luft and Harrington Ingham in the United states. (Luft, J. & Ingham, H.) It often used to understand the relationship with self and others and helps to improve the mutual understanding between co-workers. Has 4 segments or ‘window’ which called as blind, open, hidden and unknown. Each segment shows how our personalities known by others and ourselves. Its include the information about a person that is known by that person or others or both or it is completely hidden by both the person and others. The following diagram shows how the Johari Window works in understanding self and others.

In 1955, Johari Window model developed by Joseph Luft and Harrington Ingham in the United states. (Luft, J. & Ingham, H.) It often used to understand the relationship with self and others and helps to improve the mutual understanding between co-workers. Has 4 segments or ‘window’ which called as blind, open, hidden and unknown. Each segment shows how our personalities known by others and ourselves. Its include the information about a person that is known by that person or others or both or it is completely hidden by both the person and others. The following diagram shows how the Johari Window works in understanding self and others.

Known to Self Unknown to Self

Knownto Others

Unknownto Others

Open AreaEx: Hardworking

Blind AreaEx: Negative traits

Hidden AreaEx: Secret

Unknown AreaEx: ??

DISCLOSURE

FEEDBACKJohari Window

Based on the case, Salmah regarded Ahmad’s skill and performance are lower than hers that make her thinks negatively about her boss’s decision. However, she do not really know her actual performance and skills that regarded higher than Ahmad’s. To increase the accuracy that led to creation of negative perception towards her boss’s decision, Salmah should get to know herself by getting feedback from friends or colleagues before making a conclusion of something. By applying Johari Window model could make Salmah better know about herself and others and avoid creating wrong perception.

Based on the case, Salmah regarded Ahmad’s skill and performance are lower than hers that make her thinks negatively about her boss’s decision. However, she do not really know her actual performance and skills that regarded higher than Ahmad’s. To increase the accuracy that led to creation of negative perception towards her boss’s decision, Salmah should get to know herself by getting feedback from friends or colleagues before making a conclusion of something. By applying Johari Window model could make Salmah better know about herself and others and avoid creating wrong perception.

The last method to improve as well as increase the accuracy of the perception made, interaction or communication between the perceiver and other is a must. Feedback is one of the example of communication and interaction as it gives effect in someone’s values and performance as well as it can interact as a medium of communication between people. By interacting and communicating, perception biases can be reduced and it can increase the accuracy of the perception. However, it applies the ‘contact hypothesis’ where the effect is stronger when people has close relationship and frequent interact with each other to work on and achieve the same goal.

The last method to improve as well as increase the accuracy of the perception made, interaction or communication between the perceiver and other is a must. Feedback is one of the example of communication and interaction as it gives effect in someone’s values and performance as well as it can interact as a medium of communication between people. By interacting and communicating, perception biases can be reduced and it can increase the accuracy of the perception. However, it applies the ‘contact hypothesis’ where the effect is stronger when people has close relationship and frequent interact with each other to work on and achieve the same goal.

Interaction and communicationInteraction and communication

How do you think about my performance?

You’re doing just well, just add a little improvements and you’ll be success.

This is an example of feedback which could be a motivation or demotivation to an employee as well as knowing our traits.

Based on the case, Salmah did not interact or communicate with Ahmad. She did communicate and interact with her boss but she received a little feedback from her boss. No interaction or communication with Ahmad makes Salmah creates a wrong perception on how Ahmad perform in the organization. This led to perceptual biases where she regarded that Ahmad’s performance is lower than her. Furthermore, she perceived that Ahmad is being her boss’s best friend and that is the reason why Ahmad get the promotion instead of her. Salmah should interact and communicate with Ahmad to know Ahmad better rather than making a general assumption about Ahmad and her boss. This will result in accurate perception made towards Ahmad and her boss’s decision.

Based on the case, Salmah did not interact or communicate with Ahmad. She did communicate and interact with her boss but she received a little feedback from her boss. No interaction or communication with Ahmad makes Salmah creates a wrong perception on how Ahmad perform in the organization. This led to perceptual biases where she regarded that Ahmad’s performance is lower than her. Furthermore, she perceived that Ahmad is being her boss’s best friend and that is the reason why Ahmad get the promotion instead of her. Salmah should interact and communicate with Ahmad to know Ahmad better rather than making a general assumption about Ahmad and her boss. This will result in accurate perception made towards Ahmad and her boss’s decision.

In conclusion, in order to increase the accuracy of the perception that Salmah’s made towards her boss’s decision, she should check the perception, aware of the perceptual biases, improving self-awareness and communicate and interact with others. Changing the misperception made towards her boss and Ahmad could change her attitude that has changed to the negative as she start to come late for works, stop contributing ideas and take unwarranted sick leaves. She should avoid the misperception and maintain her role as the employee and continuously contribute to the organization.

In conclusion, in order to increase the accuracy of the perception that Salmah’s made towards her boss’s decision, she should check the perception, aware of the perceptual biases, improving self-awareness and communicate and interact with others. Changing the misperception made towards her boss and Ahmad could change her attitude that has changed to the negative as she start to come late for works, stop contributing ideas and take unwarranted sick leaves. She should avoid the misperception and maintain her role as the employee and continuously contribute to the organization.

ConclusionConclusion

ReferenceReference

Smith , A. E., Jussim, L., Eccles, J., VanNoy, M., Madon, S., & Palumbo, P. (1998). Self-fulfilling Prophecies, Perceptual Biases, Accuracy at the individual and Group Level. Experimental Social Psychology, 531-533.

Perception. (n.d.). Retrieved October 30, 2012, from Wikipedia: http://en.wikipedia.org/wiki/Perception

Interaction. (n.d.). Retrieved October 30, 2012, from Wikipedia: http://en.wikipedia.org/wiki/Interaction

Chapter 3: Perception and Learning Organization. Retrieved October 30, 2012, from salisbury.edu: faculty.salisbury.edu/~whdecker/.../Chap003.ppt

Smith , A. E., Jussim, L., Eccles, J., VanNoy, M., Madon, S., & Palumbo, P. (1998). Self-fulfilling Prophecies, Perceptual Biases, Accuracy at the individual and Group Level. Experimental Social Psychology, 531-533.

Perception. (n.d.). Retrieved October 30, 2012, from Wikipedia: http://en.wikipedia.org/wiki/Perception

Interaction. (n.d.). Retrieved October 30, 2012, from Wikipedia: http://en.wikipedia.org/wiki/Interaction

Chapter 3: Perception and Learning Organization. Retrieved October 30, 2012, from salisbury.edu: faculty.salisbury.edu/~whdecker/.../Chap003.ppt

McShane, & Glinow, V. (2010). Organizational Behavior: Emerging knowledge and practice for the real world (5th ed.). New York: McGraw Hill.

Carley, C. (n.d.). Retrieved October 29, 2012, from Southwestern Oklahoma State University: faculty.swosu.edu/.../PowerPoints.../Unit06_Perception_2_2_03.ppt

Schacter, Daniel. (2011). Psychology. Worth Publishers

Luft, J.; Ingham, H. (1950). "The Johari window, a graphic model of interpersonal awareness". Proceedings of the western training laboratory in group development (Los Angeles: UCLA).

McShane, & Glinow, V. (2010). Organizational Behavior: Emerging knowledge and practice for the real world (5th ed.). New York: McGraw Hill.

Carley, C. (n.d.). Retrieved October 29, 2012, from Southwestern Oklahoma State University: faculty.swosu.edu/.../PowerPoints.../Unit06_Perception_2_2_03.ppt

Schacter, Daniel. (2011). Psychology. Worth Publishers

Luft, J.; Ingham, H. (1950). "The Johari window, a graphic model of interpersonal awareness". Proceedings of the western training laboratory in group development (Los Angeles: UCLA).

Perception QuestionPerception Question

Are the letters straight or tilted?