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PERCEPTION AND LEARNING IN AN ORGANIZATION - Coggle Diagram
PERCEPTION
AND
LEARNING
IN AN ORGANIZATION
PERCEPTION
Social Identity Theory
A theory stating that people define themselves by the groups to which they belong or have an emotional attachment
Process of forming and maintaining social identity
Categorization process
Homogenization process
Differentiation process
Attribution Theory
Definition:
The perceptual process of deciding whether an observed behavior or event is caused largely by internal or external factors
Attribution Errors
Fundamental attribution errors
Attributing others actions to internal factor rather than the situation
How we perceive others
e.g. Late comers are caused by personality factors and not the bad traffic jam
Self-serving bias
Attributing own success to internal factors and failures to external factors.
e.g. Bad luck
3 Attribution Rules
Consensus
Distinctiveness
Consistency
Internal Attribution
Process of assigning the cause of behavior to some internal characteristics rather than to outside forces.
Perception that person's behavior is due to motivation or ability rather than situation or fate
"I achieved my target because I work hard"
External Attribution
Process of assigning the cause of behavior to some situation or event outside a person's control rather than some internal characteristics
Perception that behavior is due to situation or fate rather than the person.
"
I'm late because of the bad traffic jam"
Other Perceptual Error
Primary effect
Quickly form an opinion on the basis of first information received
Recency effect
Most recent information dominates perception
Halo effect
One trait forms a general impression of a person
Projection bias
Believe that everybody have the same reaction or feelings towards certain situation or have the same attitudes
Improving Perception
Empathy
Sensitive to the feelings, thoughts and situation of others
Self-awareness (JOHARI window)
Technique designed to help people better understand their relationship with
themselves and others.
Developed by Joseph Luft and Harry Ingram
4 basics of
JOHARI Window
Open
Blind
Hidden
Unknown
Definition
Perception:
A belief or opinion, often held by many people based on how things seem
Perception in Organizational Behavior:
The process by which an individual selects, organizes and interprets stimuli into a meaningful and coherent picture of the world.
Environmental Stimuli:
Feeling
Hearing
Seeing
Smelling
Tasting
Selective Attention
The process of filtering information received by our senses
Attention is a limited resource. it allows us to tune out unimportant details and focus on what really matters
Factors influencing selective attention:
Characteristics of the object
Characteristics of the perceiver
Organization and Interpretation
Categorial thinking
Interpreting incoming information
Self-Fulfilling Prophecy
General case of self-fulfilling prophecy
Supervisor forms expectations about employee
Expectations affect supervisor's behavior
Supervisor's behavior affect employees
Employee's behavior matches expectations
Definition:
The perceptual process in which our expectations about another person cause that person to act more consistently with those expectations
Pygmalion
effect
Positive
expectations
Emotional and professional support given
Added experience and boosted confidence
Good
performance
Golem
effect
Negative
expectations
Emotional and professional support withheld
Limited experience and lowered confidence
Poor
performance
Self-fulfilling prophecy
effect
At the beginning of
the relationship
When several people have similar expectations about the person
When the employee has low rather than high past achievement
Stereotyping in Organizational Settings
Minimizing stereotyping biases
Diversity awareness training - educate employees benefits if diversity, sensitivity to equality and block inaccurate perception
Meaningful interaction - close and frequent interaction
Decision making accountability - making people accountable for their decisions
3 reasons why people stereotype
Enhances self-perception and social identity
Strong need to understand and anticipate other behavior
Categorical thinking
Advantages of stereotyping
Enables us to respond rapidly to situations because we might have a similar experience
Personality and work behavior
Disadvantages of stereotyping
Inaccurate prediction
Overestimation or underestimation
Discrimination and prejudice
LEARNING
Learning in Organization
Explicit Knowledge
Organized knowledge and can be communicated from one person to another
e.g. Data, Information, Documents, Records, Files
Tacit Knowledge
Knowledge embedded in our actions and ways of thinking, and transmitted only through observation and experience
e.g. Experience, Thinking, Competence, Commitment, Deed
Learning and Behavior
3 MARS model elements:
Ability - learning increases skills and knowledge
Role perceptions - learning clarifies roles and priorities
Motivation - learning is necessary for fulfillment
3 Perspective of Learning
Behavior Modification
Learning is completely dependent on the environment
Change
Behavior
by managing its
Antecedents
and
Consequences
A-B-Cs of Behavior Modification
Antecedents
What happens before behavior
e.g.
Warning light flashes
Behavior
What person says or does
e.g.
Machine operator turns off power
Consequences
What happens after behavior
e.g.
Co-workers thank Operator for stopping the machine
People modify behavior because of the consequences
Contingencies of reinforcement
Positive Reinforcement
Introducing a desirable consequence - increase or maintains future behavior
Negative Reinforcement
Removing punishment or avoiding a consequence increases or maintains future behavior
Punishment Reinforcement
A consequence decrease chance of future behavior:
Introducing an unpleasant consequence
Removing a pleasant consequence
Extinction
Occurs when the target behavior decrease. No consequence follows the behavior
Social Learning Theory
Learning by Observation
Definition:
Learning occurs by observing others and then modeling the behaviors that lead to favorable outcomes and avoiding the behaviors that lead to punishing consequences
3 Social Learning Theory by Observation Features:
Behavioral modeling
Learning behavior consequences
Self-reinforcement
Experiential Learning
Transferred from classroom to experiential approach
Learning through observation
Action learning requires concrete experience with a real organizational problem. Learning meetings where participants reflect on their observations about that problem or opportunity
Kolb's Experiential Learning Model
Concrete experience
Reflective observation
Abstract conceptualization
Active experimentation
Definition
Learning:
Knowledge or skill acquired by instruction or study
Learning in Organizational Behavior:
A relatively permanent change in behavior (or behavior tendency) that occurs as a result of a person's interaction with the environment