Arpit Bansal Gaurav Dave Juhi Kumar Kailash Kumar Sahu Namrata Kaushal Vikas Yadav

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Here namrata will add a swastika signwhatever she feels correct will be inserted

You behave the way you look at yourself in the mirror

 WE DONT SEE THINGS AS THEY ARE, WE SEE THINGS AS WE ARE.

PERCEPTION
The study of perception is concerned with identifying the process through which we interpret and organize sensory information to produce our conscious experience of objects and object relationship. Perception is the process of receiving information about and making sense of the world around us. It involves deciding which information to notice, how to categorize this information and how to interpret it within the framework of existing knowledge. A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.

THE PERCEPTUAL PROCESS

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Sensation An individuals ability to detect stimuli in the immediate environment. Selection The process a person uses to eliminate some of the stimuli that have been sensed and to retain others for further processing.

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3.

Organization The process of placing selected perceptual stimuli into a framework for storage. Translation The stage of the perceptual process at which stimuli are interpreted and given meaning.

Perceptual Process Receiving Stimuli (External & Internal)

Selecting Stimuli External factors : Nature,

Location,Size,contrast, Movement,repetition,similarity Internal factors : Learning, needs,age,Interest,

Interpreting Attribution ,Stereotyping, Halo Effect, Projection

Organizing Figure Background , Perceptual Grouping ( similarity, proximity, closure, continuity)

Response Covert: Attitudes , Motivation, Feeling Overt: Behavior

FACTORS INFLUENCING PERCEPTION

A number of factors operate to shape and sometimes distort perception. These factors can reside in the perceiver, in the object or target being perceived or in the context of the situation in which the perception is made.

Factors influencing perception

Factors in the perceiver Attitudes Motives Interests Experience Expectations

Factors in the situation Time Work Setting Social Setting

Perception

Factors in the Target Novelty Motion Sounds Size Background Proximity Similarity

PRINCIPLES OF ORGANISATION
Figure and Ground Principle of Similarity Principle of Proximity Principle of continuity Principle of Closure Principle of Symmetry

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Figure and ground

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Gestalt Approach

Figure

Ground

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Perception PPT for PGDM( RM) 2010

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Similarity

Continuity Proximity

Closure

Symmetry

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The Vertical lines are both the same length.

The center circles are both the same size.

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Word Color Test

YELLOW BLUE ORANGE BLACK RED GREEN PURPLE YELLOW RED ORANGE GREEN BLACK BLUE RED PURPLE GREEN BLUE ORANGE
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Person Perception: Making Judgments About Others

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ATTRIBUTION THEORY
When individuals observe behavior, they attempt to determine whether it is internally or externally caused. observation Interpretation H Distictinctiveness L H Consensus L Attribution of cause External Internal External Internal

ndividual behavior

H Consistency L

Internal External
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H high

L- Low

Distictiveness Does this person behave in this manner in other situation

Consensus Do other person Behave in the Same manner?

Consistency Does this person behave in this same manner at other times ?

YES Low Distinctiveness NO High Distinctiveness

No Low Consensus Yes High Consensus

Yes High Consistency No Low Consistency

Internal Attribution

xternal ttribution

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SHORTCUTS IN JUDGING OTHERS

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

Halo Effect : Drawing a general impressions about an individual on the basis of a single charecteristics.

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Contrast Effect : Evaluation of a persons characteristics that are effected by comparisons with other people recently encountered who rank higher or lower on the same characteristics.

Projection : Attributing one's own characteristics to other people.

Stereotyping : Judging someone on the basis of ones perception of the group to which that persons belongs.
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Causes of Behavior
Internal factors Personal characteristics that cause behavior (e.g., ability, effort) External factors Environmental characteristics that cause behavior (e.g., task difficulty, good/bad luck)

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Kelleys Attribution Model

Consensus Involves the comparison of an individuals behavior with that of his or her peers Low High
Individual Performance

Individual Performance

E
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People

People

Kelleys Theory of Attribution

Distinctiveness is determined by comparing a persons behavior on one task with his or her behavior on other tasks.
Individual Performance Individual Performance

Low

High

B C D Tasks

B C D Tasks

E
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Kelleys Theory of Attribution

Consistency is determined by judging if the individuals performance on a given task is consistent over time.
Lo w High

Individual Performance

Time

Individual Performance

Time

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How Kelleys Model Works

External Attribution High consensus High distinctiveness Low consistency Internal Attribution Low consensus Low distinctiveness High consistency

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Test Your Knowledge

Nadias performance is declining. Her peers performance hasnt changed, it is occurring on several tasks, and has occurred for the past six months. This represents: 1. High (A) or Low (B) consensus 2. High (A) or Low (B) distinctiveness 3. High (A) or Low (B) consistency 4. The attribution her supervisor is likely to make is a. Internal b. External

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ERRORS AND BIASES IN ATTRIBUTIONS

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 We blame people first, not the situation

Self-Serving Bias
The

tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors It is our success but their failure

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SPECIFIC SHORTCUT APPLICATIONS IN ORGANIZATIONS

Employment Interview Perceptual biases of raters affect the accuracy of interviewers judgments of applicants Formed in a single glance 1/10 of a second! Performance Expectations Self-fulfilling prophecy (Pygmalion effect): The lower or higher performance of employees reflects preconceived leader expectations about employee capabilities Performance Evaluations Appraisals are often the subjective (judgmental) perceptions of appraisers of another employees job performance Critical impact on employees
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Organizational Behavior / Perception

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Organizational Behavior / Perception

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Organizational Behavior / Perception