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Presentation on 1. Perceptual Errors

2. rectifying perceptual errors

3. Specific Applications in Organizations

Perceptual ErrorsPerceptual error means not seeing reality is.

Or

Illusion can be understood as reliable perceptual error (when the constancy doesn’t hold good)

There are many types of perceptual

errors STEREO TYPING

HORN EFFECT

HALO EFFECT

RECENCY EFFECT

PRIMARY EFFECT

SIMILAR TO ME EFFECT

FUNDAMENTAL ATTRIBUTION ERROR

SELF SERVING BIAS

SELF FULFILLING PROPHECY

Stereo Typing“Making positive or negative generalizations

about a group or category of people, usually

based on inaccurate assumptions and beliefs

and applying these generalizations to an

individual member of the group.”

Horn Effect

Based on one NEGATIVE quality, we assumed

the person is BAD. i.e. we perceived the whole

person, based on ONE quality.

Halo Effect

Drawing general impression of individual on the

basis of a single characteristic. i.e. if someone is

good at one dimension, he/she is perceived to be

good at other dimensions as well.

Recency Effect

when the most RECENT information

influence our judgement, even though we

have a whole of other information on the

Person.

Primary Effect

Tendency to form a judgement/opinion

quickly based on the first information we

received. (Subsequently, we may received

other information),but based our

judgement on the first information.

The Similar-to-Me EffectWe tend to favour/like or give favourable

judgement to those who are similar to us.

Example

two candidates came along for interview, one

from Delhi and the other from Bihar. As

interviewer is from Delhi, he tend to the

candidate from Delhi, better evaluation.

Fundamental Attribution ErrorThe 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

while putting the blame for

failures on external factors.

Self-fulfilling prophecyPeople’s preconceived expectations and beliefs

determine their behavior, thus, serving to make

their expectations come true

Example

when a teacher, labelled

a kid as stupid (because he

has illegible handwriting).

Soon the kid believed on

teacher and behave like one.

Rectifying Perceptual Errors

DEFINITION:

• Correcting the errors in the Perception Process or

eradicating Misperception

Rectification Types

• Rectifying Yourself

• Acting as a Mediator

• Avoiding Negative Decision Making

Sources of Perception Errors

• Allowing early information about someone to make our judgment.

• Not Collecting enough information about other people.

• Seeing what we expect & want to see without investigating.

• Allowing our own characteristics to affect what we see in others and how we judge.

• Basing attributions on irrelevant evidence.

Rectifying Yourself

• Taking more time and avoiding instant judgment's about others.

• Collecting and consciously using more information about other people.

• Developing an understanding as how it our personal biases effect our perceptions & judgment's.

• Checking our attributions – appearance on one hand and behavior on the other.

Acting as a Mediator

Mediators use both parties to validate feelings and to

encourage the parties to move off positions.

Role as a Mediator

• Discussing the concerns with both parties in group.

• Maintaining impartiality

• Identifying the Perceptual Error

• Stepping into each other’s shoe

Avoid Negative Decision Making• Halo Effect:

Avoid appraising an employee undeservedly on one quality

because she is attractive.

• Horn Effect:

The opposite of Halo Effect. Avoid appraising an employee

undeservedly on one quality because she is not attractive.

• Recency Effect:

Avoid appraising an employee on the basis of person’s recent

behavior.

Avoid Negative Decision Making• Primary Effect:Avoid appraising an employee on the basis of person’s first behavior

instead of looking how he behaved throughout the period of appraisal

period.

• Same as Me:Avoid giving a good appraisal because the person is having same

qualities like you.

• Status Effect:Better appraisals for higher level positions consistently in

compare to others.

• Strict RatingConsistently harsh in appraising performance.

Specific Applications in

Organizations

Employment Interview

Performance Expectations

a) Pygmalion Effect

b) Golem Effect

Performance Evaluations

Employee Effort

Employment Interview

Perceptual biases affect the accuracy of interviewers

judgments of applicants.

Early impressions are very important! Perceptual

judgments are often inaccurate!

Example

Different interviewers see different things in the

same candidate and, thus, reach different

conclusions about the applicant. Furthermore,

interviewers generally draw early impressions

and most interviewers rarely change their

decisions after the first four or five minutes of

the interview. Therefore, judgments of the same

candidate can vary widely in an interview

situation..

Performance ExpectationsPeople attempt to validate their perceptions of

reality – even when they are faulty!

OR

It is seen that individuals seek to validate their

perceptions of reality, even when those

perceptions are not appropriate.

Pygmalion Effect: A positive instance of the

self-fulfilling prophecy, in which people

holding high expectations of another tend to

improve that individual's performance.

Golem Effect: A negative instance of the self-

fulfilling prophecy, in which people holding

low expectations of another tend to lower that

individual's performance.

Performance EvaluationAppraisals are subjective perceptions of performance.

An employee's performance appraisal is very

much dependent on the perceptual process.

Although the appraisal can be objective, many

jobs are evaluated in subjective terms.

Employee EffortAn individual's future in an organization is

usually not dependent on performance alone.

An assessment of an individual's effort is a

subjective judgment susceptible to perceptual

distortions and bias.

Bibliography

http://obreader.blogspot.in/2007/10/perception-

and-attribution.html

http://educationportal.com/academy/lesson/per

ceptual-errors-in-the-workplace-factors-that-

distort-perception.html#lesson

http://www.prenhall.com/behindthebook/0131

542842/pdf/Greenberg_CH03.pdf

http://managementportal.blogspot.in/2013/05/s

hortcuts-in-judging-others-and-its.html