Bias in Perception by group3

1) SELECTIVE PERCEPTION

Selection perception is tendency to single out those aspects of a situation, person, or object that are consistent with one’s needs, values, or attitudes. Its strongest impact occurs in the attention stage of the perceptual process. This perceptual distortion is identified in a classic research study involving executives in a manufacturing company. When asked to identify the key problem in a comprehensive business policy case, each executive selected problem consistent with his or her functional area work assignments.

For example, most marketing executives viewed the key problem area as sales, whereas production people tended to see the problem as one of production and organization. These differing viewpoints would affect how the executive would approach the problem, they might also create difficulties once these people tried to work together to improve things.

These results suggest that selective perception is more important at some times than at others. Manager should be aware of this characteristic and test whether or not situations, events, or individuals are being selectively perceived.

2) CONTRAST EFFECTS

There is an old adage among entertainers who perform in variety shows. Never follow an act that has kids or animals in it. Why? The common belief is those audiences’ love children and animals so much that you will look that in comparison. This example demonstrates how contrast effects can distort perception. We don’t evaluate a person in isolation. Our reaction to one person is influence by other person we have recently encountered. An illustration of how contrast effects operate is an interview situation in which an interviewer sees a pool of job applicant. Distortion in any given candidate’s evaluation can occur as a result of his or her place in the interview schedule. A candidate is likely to receive more favorable evaluation if preceded by mediocre applicant and a less favorable evaluation preceded by strong applicant.

BIAS??HOW TO OVERCOME IT??

Promote effective communication
Management must be more explicit with employees about the relationship between the
organization and the employee. One problem with miscommunication, or lack of
communication (likely the bigger problem), is that the employees and managers may
not possess shared understanding of the psychological contract. This incongruence
can lead to perceived violations of psychological contracts, which in turn can lead to
aggressive behavior. If the employees understand the reasons why specific negative
events (such as downsizing) are occurring, they may be less likely to display
aggressive behaviors. In addition, it is important that organizations provide employees
with the necessary tools to discuss the frustrations that cause aggression. As
mentioned previously, the longer employees commit these acts, the more likely the
sense making process will be used to justify their actions and the less likely the
employees will rethink their actions.

Provide empowerment
If employees have the resources or can readily access others with resources to minimize
interruptions, then there will be less frustration. The more complex an organization’s
structure, the greater the potential of negative interactions for employees. In today’s
rapidly changing environment, we can expect an increase of interactions; therefore, it isimportant to focus on minimizing the harm of interactions and interruptions on organizations