PERCEPTION

Perception is the process through which

an individual organizes and interprets their
sensory impressions in order to give
meaning to their environment. The
process of perception includes receiving,
selecting,
organizing,
interpreting,
checking & reacting to sensory stimuli or
data.

CHARACTERISTICS OF THE PERCEIVER

Needs
Experience
Values
Attitude
Personality

CHARACTERISTICS OF THE PERCEIVED (TARGET)

Appearance
Behaviour
Nature
Location
Intensity
Size etc.

CHARACTERISTICS OF THE SITUATION

Physical settings
Social settings
Organizational settings

PERCEPTUAL PROCESS
EXTERNAL ENVIRONMENT
RECEIVING

REACTING

SELECTING

CHECKING

SITUATION

INTERPRETING

ORGANIZING

RECEIVING THE STIMULUS:

INTERNAL

EXTERNAL

SELECTING (PERCEPTUAL SELECTION)

INTERNAL FACTORS
Learning
Psychological needs
Age difference
Interest
Ambivalence

EXTERNAL FACTORS
Size
Intensity
Location

Contrast
Movement
Repetition
Novelty & Familiarity

TURN
OFF THE
THE ENGINE

M-A-C-T-A-V-I-S-H
M-A-C-D-O-N-A-L-D
M-A-C-B-E-T-H
M-A-C-H-I-N-E-R-Y

THE ORGANIZING PROCESS: The stimuli received

must be organized so as to give some meaning to them.
This aspect of forming bits of information into meaningful
whole is called the perceptual organizing. The three
dimension of PO are

Figure ground: This principle states that the relationship of a

target to its background influences perception
Perceptual grouping:
Principle of similarity
Principle of proximity
Principle of closure
Perceptual constancy: Our ability to perceive certain
characteristics of an object as remaining constant, despite
variation in the stimuli that provides us that information.

FIGURE-GROUND PRINCIPLE

INTERPRETING
After the data has been received and organized,
the perceiver interprets or assigns meaning to
the information. Perception has said to have
taken place only after the data have been
interpreted.

Factors affecting interpreting

Perceptual set
Attribution
Stereotyping
Halo effect
Perceptual context
Projection

CHECKING & REACTING

CHECKING: After the data have been interpreted,
the perceiver tends to check whether his
interpretation is right or wrong. One way of
checking is introspection.
REACTING: The last phase in the process is
reaction. The perceiver shall indulge in some
action in relation to his perception. The action
depends on whether the perception is
favourable or unfavourable,

ROLE OF PERCEPTION IN ORGANIZATION

The world that is perceived is the world

that is behaviourally important
Selection (Interview)
Performance appraisal
Decision making (Reward or punishment)
Interpersonal behaviour
Industrial relations (Management &
workforce)

ATTRIBUTION
The perception of people differ from our
perception because we make inferences
about the actions of people that we dont
generally make about inanimate objects.
The theory has been developed to judge
why people behave the way they behave

Cont
It suggests that we observe an individuals
behaviour and then attempt to determine
whether it was internally or externally
caused. It depends largely on:
Distinctiveness: refers to whether an individual
displays different behaviour in different situations.
Consensus: It everyone who is faced with the
similar situation responds in the same way
Consistency: The individual responding in the
same way even under different conditions

Factors influencing attitude (Sources)

Direct personal experience: Attitude is learnt through specific
experience with the object of the attitude.
Association: Attitudes towards one object may develop from
associating that object with another object about which
attitudes have been formed
Social learning: We tend to interpret the behaviour of a person
in terms of the attitudes and beliefs his action implies.
Institutional
factors:
Religious
institutions,
social
organizations, educational institutions, etc, also help in
shaping the attitudes of people
Mass media: Attitudes are generally less stable as compared
to values and tend to get easily influenced by the sources of
mass media.
Economic status and occupation: Our economic and
occupational positions also contribute towards attitude
formation.

Job related attitudes

Job satisfaction
Job involvement
Organizational commitment

The word personality comes from the Latin root

persona, meaning "mask." According to this
root, personality is the impression we make on
others; the mask we present to the world.
Personality is defined as "a unique set of traits
and characteristics, relatively stable over time."
Clearly, personality is unique insofar as each of
us has our own personality, different from any
other person's.

What is Personality?

Personality Determinants
HEREDITY: refers to those factors that were determined at
conception. Physical structure, facial attractiveness, gender,
temperament, energy level etc.
ENVIRONMENT: Among the factors that exert pressures on
our personality formation are the culture in which we are
raised, our early conditioning, the norms among our family,
friends and social groups etc.
SITUATION: A third, the situation, influences the effects of
heredity and environment on personality. An individuals
generally stable and consistent, does change in different
situations.

Personality Traits

Cattels
Sixteen
Primary Traits

Psychoanalytic Approach
Rational,
planful,
mediating
dimension
of personality

Conscious

Ego
Superego

Moralistic,
judgmental,
perfectionist
dimension of
personality

Irrational,
illogical,
impulsive
dimension of
personality

Preconscious

Unconscious

Id

Information
in your
immediate
awareness
Information
which can
easily be
made
conscious
Thoughts,
feelings,
urges, and other
information
that is difficult
to bring to
conscious
awareness

Psychoanalytic Approach
Conscious all things we
are aware
of at any
given
moment

Conscious

Ego
Superego

Preconscious

Unconscious
Id

Psychoanalytic Approach
Preconscious everything that
can, with a little
effort, be
brought into
consciousness

Conscious

Ego
Superego

Preconscious

Unconscious
Id

Psychoanalytic Approach
Unconscious
- inaccessible
warehouse of
anxietyproducing
thoughts and
drives

Conscious

Ego
Superego

Preconscious

Unconscious
Id

Psychoanalytic
Divisions of the Mind
Id - instinctual drives present at birth
does not distinguish between reality and
fantasy
operates according to the pleasure principle

Ego - develops out of the id in infancy

understands reality and logic
mediator between id and superego

Superego
internalization of societys moral standards
responsible for guilt

The Myers-Briggs Type

Indicator
MBTI is one of the most widely
used personality frameworks
which has no hard evidence as
valid measure of personality.

Personality Types
Extroverted or Introverted (E or I)
Sensing or Intuitive (S or N)
Thinking or Feeling (T or F)
Perceiving or Judging (P or J)

The Big Five

Model

Major Personality Attributes

Influencing OB
Locus of control
Machiavellianism
Self-esteem
Self-monitoring
Propensity for risk taking
Type A personality

Locus of Control

Machiavellianism

Conditions Favoring High Machs

Direct interaction
Minimal rules and regulations
Distracting emotions

Self-Esteem and SelfMonitoring

Risk-Taking
High Risk-taking Managers
Make quicker decisions.
Use less information to make decisions.
Operate in smaller and more entrepreneurial
organizations.

Low Risk-taking Managers

Are slower to make decisions.
Require more information before making decisions.
Exist in larger organizations with stable environments.

Risk Propensity
Aligning managers risk-taking propensity to job
requirements should be beneficial to organizations.

Personality Types

Personality Types