snehal ob presentation

8/2/2019 Snehal Ob Presentation

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PREPARED BY

SNEHAL JAMBHALE

MFM 1

Presentation ofPerceptual Errors &

Effect of it on Decisionin Organisation


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INDEX

Meaning Of Perception

Factors That Influence the Perceiver

Factors that Influence the Target

Perceptional Management Strategies

Examples of Perception

Errors of Perception

How Perceptional Errors Affect Decision in Organisation.


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MEANING OF PERCEPTION

Perceptionisdefinedastheprocessbywhichindividualsselect,organize,andinterprettheinputfromtheirsensestogivemeaningandordertotheworldaroundthem.

Perceptionmeansbetterdescribesone'sultimateexperienceoftheworldandtypicallyinvolvesfurtherprocessingofsensoryinput.

Perceptionmeanstobetterdescribesone'sultimateexperienceoftheworldandtypicallyinvolvesfurtherprocessingofsensoryinput.


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FACTORS THAT INFLUENCE THE

PERCEIVER

Followingarethefactorsthatinfluencetheperceiver:

Schema:Organizationandinterpretationof

informationbasedonpastexperiencesandknowledge.

Motivational state:needs,values,anddesiresofaperceiveratthetimeofperception.

Mood:emotionsoftheperceiveratthetimeofperception.


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FACTORS THAT INFLUENCE THE TARGET

Followingarethefactorsthatinfluencethetarget:

Ambiguity:alackofclarity.Ifambiguityincreasing,the

perceivermayfindithardertoformanaccurateperception.Social status:apersonsrealorperceivedpositioninsocietyorinanorganization.

Impression management:anattempttocontroltheperceptionsorimpressionsofothers.Targetsarelikelyto

useimpressionmanagementtacticswheninteractingwithperceiverswhohavepoweroverthem.Severalimpressionmanagementtacticsincludebehavioralmatchingbetweenthetargetofperceptionandtheperceiver,self-promotion(presentingonesselfinapositivelight),conformingto

situationalnorms,appreciatingothers,orbeingconsistent.


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PERCEPTIONAL MANAGEMENT

STRATEGIES

Thereareninestrategiesforperceptionmanagement.Theseinclude:

Preparation:Havingcleargoalsandknowingtheidealpositionyouwantpeopletohold.

Credibility:Makesureallofyourinformationisconsistent,oftenusingprejudicesorexpectationstoincreasecredibility.

Multichannel support :Havemultipleargumentsand

fabricatedfactstoreinforceyourinformation.Centralized control :Employingentitiessuchaspropagandaministriesorbureaus.

Security:Thenatureofthedeceptioncampaignis

knownbyfew.


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PERCEPTIONAL MANAGEMENT STRATEGIES

Cont

Flexibility:Thedeceptioncampaignadaptsandchangesovertimeasneedschange.

Coordination:Theorganizationorpropagandaministryisorganizedinahierarchicalpatterninorder

tomaintainconsistentandsynchronizeddistributionofinformation.

Concealment:Contradictinginformationisdestroyed.

Untruthful statements :Fabricatethetruth.


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EXAMPLES OF PERCEPTION

1)WhenwecometoknowthatoneofourfriendsfatherisamilitarymanorretireMajorweperceivedthathe

mustbeverystrict,disciplined,alwayswantstogiveorderetc.Withoutknowingthepersonweinterpretthis.

2)Intelevisionwhenweseesomeadvertisementofa

productofaparticularcompanyweperceivedthattheproductmustbegoodasitisfromthewellknowncompany&everyonelikedit,thenitmustbegoodenough.Withoutknowingwhatexactlytheproductis

wepurchaseit.


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PERCEPTION ERRORS IN

ORGANISATION

Perception Errors

RegencyEffect

PrimacyEffect

HaloEffect

FalseConsensu

s Effect

Perceptual Defence


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PERCEPTION ERRORS IN ORGANISATIONExplanation:

1) Halo Effect:Haloeffectmeanswhenourgeneralimpressionofapersonisbasedonlikeoneprominentcharacteristic,whichdominatesourperceptionofothercharacteristicsofthatperson.E.g.apersonissometimeslatesothemanagerformsanegativeimpressionofthepersonandfromthenonseeseverythingtheemployeedoesnegatively.

2) Primacy effect:Ouropinionofpeopleisbasedonthefirst

informationweformaboutthem.Weevaluatethepersonbasedonourfirstimpressionofthem,soifwehadagoodfirstimpressionwewouldviewthatpersoninafavorablelight.


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PERCEPTION ERRORS IN ORGANISATION

3)Regency effect:Whenthemostrecentinformationdominatesourperceptionofothers.Whenamanagerevaluatesanemployee'sperformance,themostrecentperformancedominatessoifthelastthingtheemployeedidwassignabigcontractwithasupplier

thanthemangerwillhaveaverypositiveimpressionoftheemployee.

4)False consensus effect:Whereweoverstatetheextenttowhichothershavebeliefsandcharacteristicssimilarto

ourown.Whenwewanttoquitourjobwethinkthatalotofotherpeoplearealsothinkingaboutquittingtheirjob,likewethinkthat"everyonedoesitorthinksso.


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PERCEPTION ERRORS IN ORGANISATION

5) Perceptual defense:Thetendencyforpeopletoprotectthemselvesagainstideas,objects,orsituationsthatarethreatening.


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HOW PERCEPTUAL ERRORS EFFECTS

DECISION MAKING IN AN ORGANISATION

1) Person Perception in the Selection Interview:Theinterviewisadifficultsettinginwhichtoformaccurateimpressionsaboutothers.Interviewersoften

adopt"perceptualcrutchesthathinderaccurateperception.Forexample,whenapplicantspreviouslyinterviewedaffecttheinterviewer'sperceptionofacurrentcandidate,weseethecontrasteffect.Previouslyinterviewedjobapplicantsaffectaninterviewersperceptionofacurrentapplicant,leadingtoanexaggerationofdifferencesbetweenapplicants.Theseeffectscanhelporhinderacurrentinterview,andcancreatefalseimpressionsofa

candidate'squalifications.


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HOW PERCEPTUAL ERRORS EFFECTS DECISION

MAKING IN AN ORGANISATION CONT

2)Person Perception and Performance Appraisal :Organizationsneedtomeasureperformancefordecisionsaboutpayraises,promotions,andtrainingneeds.Thisinvolvestheuseofobjectiveandsubjectivemeasuresof

performance.2)a) Objective and Subjective Measures : Objectivemeasures, such as attendance records and sales figures,can be used to measure performance. These aremeasures that do not involve a substantial degree ofhuman judgment. At times, however, subjective measuressuch as rating scales and observers' opinions are alsoused to measure performance. However, observers areconfronted by a number of perceptual roadblocks and

rater errors.


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HOW PERCEPTUAL ERRORS EFFECTS

DECISION MAKING IN AN ORGANISATION

CONT

2)b) Rater Errors : When subjective performance is

measured, several rater errors can occur. Leniency

refers to the tendency to perceive the performance ofratees as especially good. Harshness is the tendencyto perceive the performance of ratees as especiallyineffective. Central tendency involves assigning most

ratees to middle-range performance categories.

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