THE PERCEPTION PROCESS
Perception:
The way a in which a person or an individual sees and understands the world. In other words, perception is to recognize a unique interpretation of the situation, not the exact recording of it. Recognition of the difference between the perceptual and real world and real world is vital to the understanding of organizational behavior. So, we should know that there is a difference between real and perceptual world. Every person perceives the world in his own way and understanding. And sometimes when our perception is different from the real world it creates problems and misunderstandings. For example, many managers think and perceive that their subordinates always want promotions, when, in fact, many workers or subordinates feel uncomfortable and forced with the promotions. So, the perceptual world of managers is often quite different from that of subordinates and yet both may be quite different from the real world.
The way a in which a person or an individual sees and understands the world. In other words, perception is to recognize a unique interpretation of the situation, not the exact recording of it. Recognition of the difference between the perceptual and real world and real world is vital to the understanding of organizational behavior. So, we should know that there is a difference between real and perceptual world. Every person perceives the world in his own way and understanding. And sometimes when our perception is different from the real world it creates problems and misunderstandings. For example, many managers think and perceive that their subordinates always want promotions, when, in fact, many workers or subordinates feel uncomfortable and forced with the promotions. So, the perceptual world of managers is often quite different from that of subordinates and yet both may be quite different from the real world.
Sensation vs. Perception
Sensation is the way human beings use their sensory organs to experience color, loudness, taste, scent and smell and heat. There are five senses, vision, hearing, touch, smell, and taste. But perception is the complicated process of interaction of selection, organization, and interpretation of stimuli. Although, perception depends upon the senses for raw data, the cognitive process may filter, modify, or completely change these data.
Sensation is the way human beings use their sensory organs to experience color, loudness, taste, scent and smell and heat. There are five senses, vision, hearing, touch, smell, and taste. But perception is the complicated process of interaction of selection, organization, and interpretation of stimuli. Although, perception depends upon the senses for raw data, the cognitive process may filter, modify, or completely change these data.
Examples of the difference between sensation and perception are:
- The purchasing agent buys a part that she thinks is best, not the part the engineer says is best.
- The same worker may be viewed by one supervisor as a very good worker and by another supervisor as a very poor worker.
- The same cooking oil may be viewed healthy by a doctor and not good by any other individual.
Perceptual Selectivity:
Numerous stimuli constantly confront everyone. The noise of air conditioners, the sound of other people talking and moving, and outside noises from cars and vehicles, planes, and many other sounds are heard by us every minute but why and how people select a specific stimulus or a few stimuli at a given time? The answers can be found in the principles of perceptual selectivity.
Numerous stimuli constantly confront everyone. The noise of air conditioners, the sound of other people talking and moving, and outside noises from cars and vehicles, planes, and many other sounds are heard by us every minute but why and how people select a specific stimulus or a few stimuli at a given time? The answers can be found in the principles of perceptual selectivity.
a) External attention factors
b) Internal set factors
b) Internal set factors
External Attention Factors:
Many external factors affect perceptual selectivity. These factors are;
1. Intensity:
The intensity principle states that the more intense the external stimulus, the more likely it is to be perceived. A loud noise, strong odor, or bright light will be noticed more than a soft voice, weak odor or dim light. Advertisers use this principle to gain the attention of customers. Examples include bright packaging and TV commercials that are slightly louder to gain attention. So, supervisors may yell at their subordinates to get their attention but sometimes it may turn the subordinate off instead of gaining their attention.
The intensity principle states that the more intense the external stimulus, the more likely it is to be perceived. A loud noise, strong odor, or bright light will be noticed more than a soft voice, weak odor or dim light. Advertisers use this principle to gain the attention of customers. Examples include bright packaging and TV commercials that are slightly louder to gain attention. So, supervisors may yell at their subordinates to get their attention but sometimes it may turn the subordinate off instead of gaining their attention.
2. Size:
It says that the larger the object, the more likely it will be perceived. The maintenance engineering staff may pay more attention to a big machine than a smaller one even the smaller may cost much more than the bigger one. Therefore, a 6-foot 5-inch, 250 pound supervisor gets more attention than a 5-foot 6-inch, 160 pound supervisor.
It says that the larger the object, the more likely it will be perceived. The maintenance engineering staff may pay more attention to a big machine than a smaller one even the smaller may cost much more than the bigger one. Therefore, a 6-foot 5-inch, 250 pound supervisor gets more attention than a 5-foot 6-inch, 160 pound supervisor.
3. CONTRAST:
This principle states that a stimulus which stands out against the background gets more attention.
Therefore, safety signs have black lettering on a yellow background or white lettering on red back ground.
Example:- a worker with many years of experience hardly notices the deafening noise in a manufacturing company. However, if one or more machines stop working the person suddenly notices the difference.
Example:- a worker with many years of experience hardly notices the deafening noise in a manufacturing company. However, if one or more machines stop working the person suddenly notices the difference.
4. REPITION:
It means that a repeated object is more attention getting than a single one. Thus, it is better to give directions more than once for a dull or difficult job. This explains why supervisors have to repeat themselves even for the simplest of tasks to make the workers understand.
It means that a repeated object is more attention getting than a single one. Thus, it is better to give directions more than once for a dull or difficult job. This explains why supervisors have to repeat themselves even for the simplest of tasks to make the workers understand.
5. MOTION:
The motion principle states that a moving object gets more and more attention than a stationary one. For example, the workers pay more attention to the moving objects like a conveyer belt than a stationary machine placed beside them.
The motion principle states that a moving object gets more and more attention than a stationary one. For example, the workers pay more attention to the moving objects like a conveyer belt than a stationary machine placed beside them.
6. NOVELTY AND FAMILIARITY:
Novelty means something new and fresh and familiarity means something known and experienced. So, the principle of novelty and familiarity states that new objects in familiar settings and familiar objects in new settings get more attention. Job rotation is an example of it. Recent researches show that job rotation not only increased attention but also improved employees, learning skills.
Novelty means something new and fresh and familiarity means something known and experienced. So, the principle of novelty and familiarity states that new objects in familiar settings and familiar objects in new settings get more attention. Job rotation is an example of it. Recent researches show that job rotation not only increased attention but also improved employees, learning skills.
B:-)INTERNAL SET FACTORS:
Some factors that affect the selectivity of perception of are following;
1. LEARNING AND PERCEPTION:
Learning may play the most important role in developing perceptual set. Read the following.
TURN
OFF THE
THE ENGINE
Learning may play the most important role in developing perceptual set. Read the following.
TURN
OFF THE
THE ENGINE
It will take you several seconds to realize there is something wrong. Because of familiarity with the sentence from prior learning, the person is perceptually set to read “Turn off the engine” ignoring the second THE in it. This shows that learning affects selectivity of perception, because the people read and see what they expect to see and hear. Another example can be
M-A-C-T-V-I-S-H
M-A-C-D-O-N-A-L-D
M-A-C-B-E-T-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
If the last word was pronounced “ Mac-Hinery” instead of machinery, the reader was caught in a verbal response set.
1. PERCEPTUAL SET IN WORKPLACE:
In organization life, some employees have learned to perceive the world around them in the same way.
In organization life, some employees have learned to perceive the world around them in the same way.
For example, a recent study shows that the functional background (e.g., accounting, finance, marketing, and human resources) of a sample of managers significantly affect the changes they perceive in their organizations’ effectiveness.
Another common example is the difference in perception that occurs between the union and management. Some researchers say that perceptual differences are a major explanation of disputes in organizations and firms. For example, union members may perceive that they are underpaid, whereas management may perceive that they are overpaid for the amount they work. And so this difference in perception starts a dispute.
Another common example is the difference in perception that occurs between the union and management. Some researchers say that perceptual differences are a major explanation of disputes in organizations and firms. For example, union members may perceive that they are underpaid, whereas management may perceive that they are overpaid for the amount they work. And so this difference in perception starts a dispute.
2. MOTIVATION AND PERCEPTION:
Motivation also plays an important role in perceptual selectivity. For example, a person who has a relatively high need for power, affiliation, or achievement will be more attentive to the relevant situation. An example is the worker who has a strong need for affiliation. When such a worker walks into the lunchroom, the table where several coworkers are sitting tends to get more attention and the empty table gets no attention.
Motivation also plays an important role in perceptual selectivity. For example, a person who has a relatively high need for power, affiliation, or achievement will be more attentive to the relevant situation. An example is the worker who has a strong need for affiliation. When such a worker walks into the lunchroom, the table where several coworkers are sitting tends to get more attention and the empty table gets no attention.
3. PERSONALITY AND PERCEPTION:
Personality of the perceiver also affects what is attended to in confronting situations. For example, the senior managers often complain that the younger mangers have trouble making tough decisions in management like the firing and hiring of personnel. The young managers, on the other hand, say that the old managers resist the change in rules and paperwork which ends against them.
Personality of the perceiver also affects what is attended to in confronting situations. For example, the senior managers often complain that the younger mangers have trouble making tough decisions in management like the firing and hiring of personnel. The young managers, on the other hand, say that the old managers resist the change in rules and paperwork which ends against them.
PERCEPTUAL ORGANIZATION
The perceptual process organizes the incoming information into a meaningful whole. In other words, the perceivers’ mind organizes the information in such a way that it can give meaning and is understandable.
The perceptual process organizes the incoming information into a meaningful whole. In other words, the perceivers’ mind organizes the information in such a way that it can give meaning and is understandable.
For example, when a basket ball is shown to a student he does not see it as round object made of grain texture leather but he perceives it as a ball which provides fun and excitement as participants or spectators.
1.FIGURE GROUND:
The figure ground principle means simply that perceived objects stand out separable from their background. It can be effectively demonstrated as one is reading the following items. At first glance, the receiver is receiving patches of irregularly shaped black and white shapes.
only when the white letters are perceptually organized against a black background the words FLY and TIE jump out.
2. PERCEPTUAL GROUPING:
It states that there is a tendency to group several stimuli together into a recognizable pattern. When people are presented with stimuli they tend to group them into closure, proximity and similarity.
It states that there is a tendency to group several stimuli together into a recognizable pattern. When people are presented with stimuli they tend to group them into closure, proximity and similarity.
Closure: it means that people sometimes perceive a whole when it does not exist. For example, a manager perceives complete agreement of his workers on a given project, when, in fact, there was opposition from several workers.
a. Proximity: it means closeness and nearness. This principle states that stimuli and things close together are perceived to be parts of a single whole. For example, a number of workers working on a single machine are perceived as one.
b. Similarity: when objects and things are similar they are perceived as in the same group.
For example, workers wearing same uniform tend to be perceived as one although they have their own different personalities.
For example, workers wearing same uniform tend to be perceived as one although they have their own different personalities.
IMPRESSION MANAGEMENT:
Impression management (sometimes called “self-presentation”) is the process by which people attempt to manage or control the perceptions others form of them. There is often a tendency that people present themselves so as to impress others in a desirable way.
EMPLOYEE IMPRESSION MANAGEMENT STARATEGIES:
There are two tactics which the employees use in impression management. If employees are trying to minimize responsibility for some negative event or to stay out of trouble, they may employ a demotion-preventative strategy. On the other hand if they are seeking to maximize responsibility for a positive outcome or to look better than they really are, then they can use promotion-enhancing strategy.
Demotion-preventative strategy;
Impression management (sometimes called “self-presentation”) is the process by which people attempt to manage or control the perceptions others form of them. There is often a tendency that people present themselves so as to impress others in a desirable way.
EMPLOYEE IMPRESSION MANAGEMENT STARATEGIES:
There are two tactics which the employees use in impression management. If employees are trying to minimize responsibility for some negative event or to stay out of trouble, they may employ a demotion-preventative strategy. On the other hand if they are seeking to maximize responsibility for a positive outcome or to look better than they really are, then they can use promotion-enhancing strategy.
Demotion-preventative strategy;
a. Accounts; these are employees attempts to excuse or justify their actions. For example, he says he was not feeling well.
b. Apologies; when there is no logical way they may apologize to he boss for what went wrong and promises that it won’t happen again.
c. Disassociation; when employees are indirectly associated with something that went wrong they will say that it was not their fault and its some one else’s mistake.
Promotion-enhancing strategy;
a. Entitlements; in this case employees feel that they have not been credited for a positive outcome and they try to note to key people that they are pleased that their suggestion and efforts worked out so well.
b. Enhancements; here employees may have received credit but they point out that they really did more and had a bigger than originally thought. For example, their idea did not only solve the problem but can also be used in the future.
c. Obstacle disclosure; in this case, employee identifies either personal (health or family) or organizational (lack of resources) they have overcome to accomplish an outcome. They are trying to create the impression that as despite of these difficulties they faced they obtained positive outcome so they deserve a lot of credit.
d. Association; here, the employee makes sure to be seen with the right people at the right times. This creates the perception that the employee is well connected and is associated with the right people.
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