Round 5:'For a pessimist,i'm pretty optimistic...'

Hye everybody! Meet again!Now, we are back with the new task. It’s look like simple but needs opinion from 5 brains..here we come with..

“Should the manager consider the personality test score before hiring the worker?” Of course we have 2 answers, should and shouldn’t.
It’s our opinion right?

At first, we have to understand what is ’PERSONALITY TEST SCORE’
A selection procedure measures the personality characteristics of applicants that are related to future job performance.
It’s measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

As Mira started asked the task, our discussion is quite ‘hot’ as everyone has different opinion + own resources. This is what we’ve discussed before and just posted it into our blog. Originally made yeah!.

‘The handsome boy in the world’,Daus : I agree with that. Actually it can help to reveal more information about applicant's abilities and interests .Means that while the manager test the applicants, he/she can see the skill of applicants to answer the question, knowledge of the job specification and the confidence of the applicants. Sometimes, the applicants lie about themselves in resume but if the question given cannot be answering correctly, what is that means? I love OB .tq ;-p

Sofia: Wahh daus..excited yoll..ok2 that is your opinion. For me, personality test is one of the best ways to less time spend on performance issues. Nowadays, if you realized (if), they are a lot of people unemployment out there.Even diploma and degree holders. The number of competitors to get the job is increase. It doesn’t mean that the undergraduates are really capable to fill in the position and can perform well. To avoid this issue, the manager will test them to ensure the position will fill up with the best applicant. Save time and cost to train them on how to perform well in doing work. So..any opinion? 2 agrees..any disagree? Hah reen mira and fatihah?

Mira: How sure are you this is the best way? Because I’ve found 1 blog that critics about this..they say that “Personality tests are flawed. They always end up telling me that I'm "an appallingly dull person" and "irrepressibly drab and awful’”. Any ideas….?

Reen: ok can I say something? These tests can work very well, but selection of the appropriate test and target personality is the issue. To get benefit you do need a large number of similar jobs and a serious effort to determine the profile of successful staff. Most companies don't do this properly and effectively waste time and money

Sofia: Means that you disagree with the personality test isn’t?

Reen:Eh NO! emm ok in my view, actually applicant's training and experience may have greater impact on job performance than applicant's personality . As the quote said, “don’t judge a book by its cover”. We cannot simply judge the applicants base on the personality traits/score. At times the first appearance is different than the real personality. Just like you, nervous and speechless during your first date right? Just joking.:p same as applicants. Sometimes, applicants experience on the job specification is better and will help them to cope with work rather than ‘zero’ applicant who need supervise from manager. During the training, the abilities of the applicant can be dig deeply. So Mira ?

Mira: Yeah..right on your sight. For my sight, this particular test will help to increased productivity. As the test is to determine the personality trait such as I)ntroversion/(E)xtroversion, i(N)tuition/(S)ensing, (T)hinking/(F)eeling—the Myers-Briggs test adds a fourth: (J)udging/(P)erceiving. Judgers "like to live in a planned, orderly way, seeking to regulate and manage their lives, it will help the manager to know well the applicants and save time to be close with him/her. At least, we can compare the personality score with the real appearance and behavior during work. If same, means that the test is really helpful. Hence, most company uses the most popular personality tests in the world, the Myers-Briggs Type Indicator (M.B.T.I.).

Fatihah: ok my turn..last2. I’m preferred to say lack of variety if all selected applicants have same personality traits. Imagine you eat the same food everyday. Really boring isn’t ? same as this issue. If the company hire the same traits of applicants and judge them base on the personality tests, the company will lack of ideas for improvement of the company. All serious and nerd (maybe). One company should have a variety of employees to ‘colorful’the image of company with fresh ideas. Life cannot be boring and must enjoy the life of work to increase the productivity of workers.

p/s:We are agreeing with most of the postings. Should the manager consider the personality test score before hiring the worker? It can be should/shouldn’t and must be administered by someone with sufficient knowledge of them to avoid bias and neutral.salam

Is personality view needed in organization?

The manager should consider the personality test score before hiring. This is because the result will reflect the effective and efficiency of their work.

Many a job specification will call for a person with certain personality characteristic such as friendly, cooperative to do the work in a group or team and organization. How do you know the applicant have these traits? We can know the applicants characteristic/traits through the interview or personality test. Through interview, the panel of interviewers can test the applicant’s knowledge of the field of activities they are intending to carry out. The panels can also interpret applicants personality through their dress code, speaking, how they response or give opinion/ideas and so on.

Normally, the organization should only be carried out by qualified person to interview or do the personality test. Personality plays major role in person’s ability to perform satisfactorily for managerial level position. The result of personality test should always be treated with caution by organization. A well designed test will have built in systems to prevent applicants faking but even some candidates are able to guess the types of answer which would point to their having personality traits acceptable to the recruiting organization.

Besides interview, the organization also uses projective test like the ink blot test. But they are less to be used in job applicant screening by experience psychologist and highly qualified. Then, some of organization uses other ways to test applicant personality through form such as the study of hand writing. Of course, qualified professional is needed to identify applicant’s personality.

Moreover, personality test also consist of series of question which the applicant must answer in a given time period. Example, in a group, do you introduce yourself or wait to be introduced? So, how the candidates answer the question shows their personality.

In conclusion, personality test should be considered by the manager before hiring new workers. When the personality test is done, as the result we can know the types of personality of candidates.

Diffrent ideas from FULLSTOP Group 5!!

Do you know what personality test score is? It is used to describe an aspect of a person's character and appearance behavior, thoughts, and feelings.

“Do you
sometimes feel your life is boring? Do you feel uneasy outdoors? Do you think
questions like these tell us anything meaningful about ourselves, do you take your bath before you come to this interview? ahaks”

These are some question that might be asked in the test. How do you answer that question will determine your personality. So, should the manager consider the personality test score before hiring new workers? Some say yes and some say no.

P/S : Please visit http://www.personalitytest.net/cgi-bin/q.pl to answer personality test questions. Before that, please make sure that you are in free time, not carrying baby and your nerve is working, because you have to answer about 68 questions ! :-)

Jemy says :

Should, because it save the recruitment cost and time in the organization.

Manager should use personality test to select the suitable/talented candidate. The more information they get during the test, the more efficient and accurate a candidate can be hired. So when they success hired efficient candidate, the candidate will perform effectively and as the result, the manager don’t need to hire more workers and at the same time can save their cost and time as well as can reduce the labor turnover rate.
For example, there is a vacant for PRO post in Company Gamat Letih. In order to find the qualified worker, the company has to conduct personality test. The company need a person who has extravert personality and
his / her position in the company is based on their score. If the company select the suitable candidate to fill that vacant post, they no need to recruit new worker again as the recruitment involve more cost and time.


Siti kamariah says :

Should, to look whether the personality of the employees is suitable with the nature of job or not.

Actually personality reflects our behavior and characteristics. Through the personality test, we can measure the level of tendency of the performance and individual character. As an example there is the vacancy of marketing executive in the company. The company needs an extroversion personality to influence and attract the people because the people with extroversion have their own style to fulfill the requirement and dealing with the people because of their nature character likes attractive, friendly, and aggressively. If the person apply the job is the person who have introversion personality, their personality is not suitable. When the test are done, we can conclude even the person is suitable with the job or not.

Nor Hafizah says :

should, because to avoid from discrimination of hiring worker.

The employer must fair in term of hiring the workers without discrimination. They must look of their personality test and from the test they can see the candidate’s characteristic to match with the job offers. The example of discrimination done by the employer is like most of them choose beautiful women rather than man, do not give a chance to abnormal person rather than normal person. These action must be change and all of people must gives equal chance because from the good personality like talkative, motivated, the employees will give good performance rather than the person who is bad in personalities but only know to ingratiate the top management.

Ain says :

Manager shouldn’t consider the personality test because it's not really shows the personality and character of the person.

Sometimes people do not really honest about their personality while answering the question. They can bluff to give the information about themselves when they think the answer is unsatisfied and when it shows a bad result about them. So, when this thing happen, the personality test not really efficient and cannot be the basis in order to hire workers. If the employer still looking at the personality test, they will get ineffective employee because the personality test score acquired by the candidate is good, but in reality is not good. The ability and the performance test not balance and match. It is because they are lying when answering the question.


Anis says :

shouldnt, because it lack of diversity if all selected applicants have same personality traits

If the company select the new workers with similar personality, the company will face a problem, why?
It is because as we know...similar personality will have a similar opinion or idea.So when they contribute their idea, they will only give the similar idea . So, lacks variety of ideas.
For example
Company WWF run the advertising company. They need to produce at least 5 new advertisements every 3 months. At the marketing department, they have 10 workers. Their job is to create a new advertisement according to the company rules. So, if all the workers have the similar idea, the idea would not be creative anymore. And as the result, their client will become bored and maybe they will find other company. So this wills effect the company.

Done by :-

Jemy + Qama + Ain + Anis + Hafizah = FULLSTOP !!!

SHOULD THE MANAGER CONSIDER THE PERSONALITY TEST SCORE BEFORE HIRING NEW WORKERS????

Nowadays, many organizations want to compete with others as they leading towards the future. Instead of this, they want to have and get the best staffs and workers be hired in the organization. The top roles for examples the manager should play their important roles in hiring these best candidates. Then, the manager should use and consider the personality test score before hiring the new workers. In Organizational Behavior, we have learnt The Myers-Briggs Type Indicator for example. Through this test, the manager will know what types of workers they are. This will make the manager and the interviewer choose the best candidate easily during the interview session. This test is being conducted by giving for example 50 questions to the candidates that the person how they usually feel in any particular situations.
There are 4 types of Myer-Briggs Type Indicator. It is extrovert versus introvert, sensing versus intuitive, thinking versus feeling, judging versus perceiving. For example the extrovert versus introvert. The extrovert people are outgoing, sociable and assertive. Introvert individual are quite and shy. Sensing versus intuitive. Sensing person is sensitive type, they are practical, prefer routine and order. While intuitive person rely on unconsciousness.
Moreover, the manager may also use The Big 5 Dimensions too. It is extraversion, this dimension capture one’s comfort with relationships. Agreeableness, individual propensity t defer to other. Conscientiousness, measure of reliability. Openness to experience or inquisitiveness, address one’s range of interest and fascination with novelty. Emotional stability, taps a person’s ability to withstand stress.
While interview, the manager can detect the personality of the interviewee. Instead of this, they can know what is the suitable position may be given to the new workers from the analysis during the interview session. Manager can select the right candidates to fill in the vacancy. For example in the extraversion dimension, are the worker comfortable talking with others and are assertive, talkative, gregarious and open to establishing new interpersonal relationship.

With the personality test score, the manager can control and manage the workers as they know about the personality of workers with those tests. The manager can handle the problem easily with the workers in a short period to avoid any disputes.

group1

group 6

PERSONALITY TEST??? SHOULD OR NOT???

Hello guys..

When people talk about personality, these will definitely relate with the people performance… do you know you own personality?? And did you know what it means?? We like to share to you about it. Personality refers to the relatively stable pattern of behavior and consistent internal states that explain a person’s behavioral tendencies. Personality also can be defined as a sum total of ways in which an individual react and interacts with others.

Question here is the issue about it is the manager should consider or care about personality test before they hiring a new worker?? It is important to conduct this test and what is the purpose to conduct the test. When we look into our country condition now, many of graduate do not have a job, it is because of the high competition to get the job. Thus, most of the manager difficult and undecided to choose right candidate to fill the vacancy. Ideally the answer is, yes! The manager should consider the personality test score before hiring a new worker.

Personality test is test that measure and analyze about somebody personality. Many a job specification will call for a person with certain personality characteristics such as friendly or sociable and cooperative or able to work in team. The questions thus arise. How do you know whether the applicant have these traits. Evident gained through interview may be highly by the applicant perception of his own ability. Usually personality test consist of question which candidates have to answer it and the interviewer will evaluate them according to the answer that given and evaluation also can be determine by the body language, the way he or she talk and body posture when answer the question.

We think that manager should consider this test because it will make the manager know about their worker. It is the person able to carrying a task and responsibilities or not, whether the person can have a good relation in organization can perform the organization standard or not.

For example, when we look into the ‘Big 5’ dimension, emotional stability, that dimension is important to know the ability of the new worker withstand stress. Others, if you rating yourself, you are encouraged to rate another person. By rating someone else, you will tend to receive more accurate of your personality. By the result, you can compare yourself with other people. Huh…. Tired to explain huhuhu. Did you get did?? It is our opinion is same??

IS IT PERSONALITY TEST USEFUL FOR MANAGER? By group3

Personality Tests:
A selection procedure measures the personality characteristics of applicants that are related to future job performance. Personality tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

Advantages
- can identify interpersonal traits that may be needed for certain jobs
- can result in lower turnover due if applicants are selected for traits that are highly correlated with employees who have high longevity within the organization
- can reveal more information about applicant's abilities and interests

Disadvantages
- difficult to measure personality traits that may not be well defined
- applicant's training and experience may have greater impact on job performance than applicant's personality
- responses by applicant may be altered by applicant's desire to respond in a way they feel would result in their selection
- lack of diversity if all selected applicants have same personality traits
- cost may be prohibitive for both the test and interpretation of results
- lack of evidence to support validity of use of personality tests

IN MANAGER ASSUMPTION:

The companies that produce personality tests and the human resources staff who use them invariably refer to these tests as personality ‘questionnaires’ rather than ‘tests’. This is done to avoid giving the impression that there are right and wrong answers and that the test can be either passed or failed. Obviously, no one type of personality is necessarily better or worse than any other. However, remember that you are being given this test for a reason, the employer is plainly looking for something otherwise they would not be wasting time and money on the testing process.

- There is no need to print and distribute printed material. This has dramatically lowered the cost of test administration.
- Results can be processed immediately with no human input. The test administration software can produce very detailed and impressive looking reports.
- There has been a growing acceptance of personality testing among the general public. Many people quite happily complete online personality profiles in their own time outside of the recruitment process.
- There are now more suppliers producing a greater variety of tests. This has driven costs down even further and increased the choice of tests available to recruiting organizations.


All employers can see some personal qualities as desirable through the personality test. For example:
- Honesty
- Motivation
- Conscientiousness
- Self-Discipline
- Persistence
- Team Working Ability

Conversely, all employers also can see some personal qualities as undesirable through this test. For example:
- Dishonesty
- Lack of Integrity
- Inability to Control Anger
- Inability to Cope with Stress

As a conclusion, we think it depends to the manager either they should consider the personality test score before hiring new workers or not because through this test manager can identify the qualified and disqualified applicant to fill the vacant post in their company. In contrast, this technique lack faces validity. In other word, it would be difficult how individual questioned on certain personality measure are job related even if the overall personality scale is a valid predictor of job performance.

how to overcome bias in perception??????

First of all, base on our understanding that bias mean its have tendency of prejudise in action , decision or judgement in any dispute or problem that relating to the something valuable example bias in playing football which is referee of the game have been bias because of factor like corruption or others. In that case , maybe the team should win that game but because of attitude of prejudise and have been corrupt so they lose. Perception mean what we are looking in the aspect of attitude of a person and we jugde that he like that or like this. We take an example, Ali is a new guy in the kampung Pisang so every people in the village like to eat banana because its the tradition that every people in the village should to eat banana but Ali don't eat banana so the people angry and they make a perception that Ali did not respect their tradition but actually he has alergic of banana...maybe when Ali eat banana, he will act like monkey...( what a nonsense example...!!!! hahaha )
So, how to overcome bias in perception..??
There have many way actually but base on what is perception have that have be made.
we took an example, Senah is like to make a friend with Pak Joko. Everytime the people always see they together like chatting or any activities in the village. The people make a bad perception to this person. In that case, Senah was feel embarassed to others but Pak Joko said that they are not make a wrong thing but they have a bussiness to do together so at the end the people said they are couple but they are not couple.In the end , they make a decision to explain to the people the real things to others because they want to change the bad to become good.In the conclusion, we need to explain to others if they have a bad perception to us if not they will continue and believe in their perception.

GROUP 4 : HAFIEZ @ USTAD , ATIQAH , ZAWANI , HA

which one are you?? by Group 5 !!

Which one are you? Internal? External? Haha. Most probably external right? Nevermind, lets we check together2.

Before you determine which one of your behavior, you have to know three terms which are distinctiveness, consensus and consistency.

Distinctiveness- To determine whether an individual displays different behavior in different situation. The important point here is whether the behavior is unusual. If the action is unusual, it can be called as internal and vice versa.

Consensus – if everyone faced similar situation + responds in similar way = external behavior.

Consistency – the person respond the similar way over repetitively. The more consistent of behavior, the more the observer is inclined it to internal behavior.

Please read this story and have fun yah!!!

Leha is a form five student of SMK Kuali Hitam Hangit . She is a brilliant student but she has a bad attitude which is always come late to school. She always arrived at school around 8am and it makes the teacher scolding her always. Even though she always comes late, she still shows her excellent performance in her study. One day, her friends were shocked because saw Leha comes in the early morning ( 7am ) while cleaning the class. They shocked because Leha never act like that before this.

Distinctiveness- Leha comes in the early morning (unusual). Normally, she late!

Consensus – has a bad attitude which is always come late to school. ( most of student arrive at 7.30am )

Consistency – she still show her excellent performance in study. ( still )

As a conclusion, Leha has external behavior because her distinctiveness is high ( unusual ), high in consensus ( because nobody clean the class in the early morning ), consistency also high ( eventhough she always come late, she still shows good performance in study )

That’s all, thanks.

Done by Jemy, Ain, Qama, Hanis, Fiza. FULLSTOP !!!

Bias + Errors (perception) = Misperception by Group 5 !!!

Salam to everyone!!

Tarraaa !! We come with a new “souvenir” (assignment) but in a different situation or causes.
Why? It is because this is not called “punishment”. It is an order! It comes with 3 assignments at one time. Refusing will cost us marks. HeHe. here we begin..

Perception.
Perception is what one perceives is a result of interplays between past experience, one’s culture and interpretation of the perceived. There are two types of perception which are phenomenal consciousness and psychological.

In other words :
Phenomenal consciousness : full of rich sensations that are hardly present when eyes are closed.
Psychological consciousness : well researched and measured.


Get it ??
Sometimes, people tend to misperception to others without knowing well that person.

Don’t judge the book by its cover, but you have to judge the book by it’s contents, the size of the book, the author and also where did you bought the book! :-P
If you judge the book merely by its covers, as a result, misperception ( error in perception) will occur.


Example of error (bias) in perception :

1) Stereotyping – belief that all members of specific group share similar traits and behaviour
Example : Soft boys ( “lelaki lembut “ ) . Most of people think and believe that soft boys are Homosexual. ( Tetttttt !!! ) . Not all soft boys like that, isn’t it? Don’t simply jump into conclusion.

2) Projection - The process of selecting information, that support our individual viewpoints while discounting information that threatens our viewpoint. People selectively interpret what they see on the basis of their interest, background, experience and attitude.

Example, when someone is a perfectionist to do the assignment, they assume that all their group of members will make the assignment with perfectly.



How to overcome this kind of perception?

Here we provide you some advises..

1) Try to be close with people.

Before we judge someone, it is better if we get close with that person. It will prevent you from misperception him or her. For instance, Hafiez has set up in his mind that all women are annoying. That’s why it is hard for him to mix around with women.
Our advise is what if he try to mix around with girls and knowing them through.

2) Take more time and avoid instant judgement about others.

Most of lecturers believe that boys are lazy rather than girls. Its totally wrong. Not all boys are lazy. Lecturer has to take more time to evaluate his/her students. If she or he simply evaluate their student without any research, the tendency for lecturer to have a biasness of perception is high.

3) Try to motivate ourselves

We have to motivate ourselves everyday in order to avoid the bad perception. We must always remember that nobody is perfect. We have to motivate our self by positive thinking. Before we pointing others, look at ourselves 1st. The suitable time to motivate ourselves is before we sleep.

4) Be more observation and collect more information about others.

Just imagine like this : you bring a chair and sit in the middle of the market. Then try to observe the people’s behavior in the market. ( if the seller of vegetables scold u to move, ignore her !). The next step is try to analyze why people act like this and like that, happy and sad, rushing ,shouting , etc. They have their own reasons why they act like that.

5) Study OB with Miss Peesha :-)

If you want to know how to make a good perception, better you ask Miss Peesha. She will explain more about it. Besides that, you will enjoy to be a part of her students. It`s interesting! Try 1st! :-P

Done by Jemy, Ain, Qama, Hanis and Fiza, FULLSTOP !!!

Yes Man : My Thoughts You Can't Decode.

Salam,

How to overcome bias in perception?
For a manager, we believe it's not easy, some rather, bias is a natural behavior of human. As we know, bias can come in many terms such as favoritism, nepotism, cronyism, etc.
The term overcome here is the key word of this assignment.

Do you gone thoroughly what is perception?
Perception is something that the way you think about someone or something and you idea what it is like.

Let's do an example

Where, a man with a good personality, he looks neat, short hair cut, wear a proper attire with a tie, enter an interview room, the panels sure have their own perception toward this boy. Their perception, of course they will assume that this man will be a good role model and so forth even he didn't start any work yet.
At least from 5 panels, there must be 2 or 3 of them will agree this man will be hire by the company because of their perception and idea to this man.

But the question here is how to overcome this situation?!

There are some solutions

The manager should be impartial, he shouldn't be bias, he should be professional towards all his workers. He should be natural, for example he should evaluating the worker in the same rate. He can't evaluate his workers base on their attitude, he should evaluate them base on their performance. He must avoid all the effect that can avoid the effectiveness of evaluating.
If he is professional and never take to heart all his staff's problems.

the second one is he should use the right tools means that if he is give a perception to a worker he can't perceive them by their attitude. If he is evaluating the worker he can't evaluate only at the bad side. He must evaluate both sides of his worker. Manager must train himself so that he not any side of who.

Haaa. From the title, your mind is full with question marks isn’t? emmm..actually,when we got this topic, first word in our mind is quite easy
Some people believe they are masters of their own fate. Other people see themselves as pawns of fate, believing that was happen to them in their lives due to luck or chance. The first type, those who believe they control their destinies, have been labeled as INTERNALS, whereas who see their lives as being control by outside forces, called as EXTERNALS..

‘Personal is Internal and Situational is external’
The co variation Model of Attribution looks to three main types of information from which to make an attribution decision about an individual's behavior. We will explain briefly about this model.
The first is consensus information, or information on how other people in the same situation and with the same stimulus behave.
The second is distinctiveness information, or how the individual responds to different stimuli.

The third is consistency information, or how frequent the individual's behavior can be observed with similar stimulus but varied situations.
From these three sources of information observers make attribution decisions on the individual's behavior as either internal or external
To explain more about the internal and external behavior, we will explain by these two situation:

“Mr. Joe is working at the biggest communication company in KL, Manis Co. as a manager. He is a capable and dedicated worker. His performance always gets the rewards from the management. At the company, everyone respect him.. When his staff asks him what is his secret, he told them that is because of himself. He was the one and the only one who contribute to his successfulness. Thus, he told them that he control and accepts responsibility for own actions. For him “"I have choices, they are mine; I determine what happens to me”

This situation tells us about the internal behavior. Internal behavior is behavior that caused by self. the cause of the given behavior is assigned to the individuals personality, attitudes, character, or disposition. They believe that they control their destinies. For the person who have this behavior, if something attractive happen, they will told others it is caused by themselves while if the situation is unattractive, they believe they have no one else to blame but themselves. Like Mr Joe, he told his workers that he was the only one who contributes to his good performance.

External behavior…Here is the situation……
Samad is a good worker at the well-established company, Ting Tong Fish Co .However due to the economic constraints, the company need to re- size of company and retrench the staff especially those who are not perform well to avoid bankrupt. As a lower subordinate, he thinks that the company put on the pressure onto him and need to compete with other worker. Since then, his behaviors has changed to self-interested or selfish and cheated in doing work to show to the manager that he’s good at working.

So….based on the situation, the environment in the Ting Tong Co. has influenced Samad’s behavior and makes him dissatisfied with his job..This is called External personality.. Means that individual who believes that what happens to them is controlled by outside forces such as luck or chance. They perceive themselves as having little control over those organizational outcomes that are important to them.
A individuals who rate high in externality are less satisfied with their jobs, have higher absenteeism rates, are more separated from the work setting, and are less involved on their jobs.

IT IS INTERNAL OR EXTERNAL DETERMINATION BEHAVIOUR

For this assignment we must identify first whether it is internal or external behavior. There are a number of specific personality attributes that have been found to be powerful predictors of behavior in organizations. The attribution process is the process of deciding whether an observed behavior or event is caused largely by the person (internal factors) or the environment (external factors). Internal factors include the individual’s ability or motivation such as believing that an employee performs a job poorly because he or she lacks of the necessary competencies or motivation. It is refers to individuals who believe that they control what happens to them or masters of their own fate. External factors include lack of resources other people or just luck. It is refers to the degree to which individual is pragmatic, maintain emotional distance, and believes that ends can justify means. An external attribution would occur if we believe that the employee performs a job poorly because he or she doesn’t receive sufficient resources to do the task. It is also depends on three factors which are distinctiveness, consistency and consensus.

DISTINCTIVENESS

Whether an individual displays difference behavior in difference situation.
What we want to know is whether this behavior is unusual. If this action is not usual, it will probably judge as internal

CONSISTENCY

Attribution cues that reflect consistently a person engages in some behavior over time.

CONSENSUS CUES

Attribution cues that reflect how a person’s, behavior compares with that of others.

EXAMPLE :

Madi, Zack, Nora are employees who work in separate firm. Each is absent from work today, and manager must develop and attribution about the causes in order to decide which personnel action is warranted.
Madi – madi is absent a lot. Her co-worker are seldom absent. She was absent a lot in her previous job.
Zack – absent a lot, his co-workers also absent but he was almost never absent in his previous job.

EXPLANATION

Madi’s absent is highly consistent, it is a low – consensus behavior, and it is not distinctive, since he was absent in her previous job. This combination of cues is very likely to prompt a dispositional explanation. Perhaps that Madi is lazy or irresponsible.
Zack is also absent consistently but it is high consensus behavior, in that her peers also exhibit absence.
In addition, the behavior is highly distinctive. She is absent only on this job. This combination of cues will usually result in a situational attribution, perhaps that working condition is terrible or that the bos is nasty.

HOW TO OVERCOME BIAS PERCEPTION

There are several types of bias perception, it is stereotyping, frame of references, expectation, selective exposure, interest and projection. We need to handled or overcome these problems to ensure the stability in a certain organization.
First is stereotyping, for example women and minorities are often stereotyped in organization. Women manager have been stereotyped as being to emotional to be effective leaders. Research shown that these stereotype to be incorrect. The stereotyped of women manager is beginning to fade and should continue to do so. Much of what passes for humor and jokes in the workplace is based on stereotypes and maybe considered as discriminatory and harassment. Such jokes usually have negative effect on human relation. We should consciously attempt to get o know people as individual, rather than a stereotype.
Second is frame of references. For example, if manager want to make a change to increase productivity, they perceive the changes as positive while ignoring management’s perception. Employee may view the changes as a way to get more work out of them for less money when in a broader scope both groups may benefits from the change. Parents and their children often have frame of reference perception differences. To be effective in our human relations, we should try to perceive things from the other person’s frame of references and be willing to work together for the benefit of all people to create a win-win situation.

By: group 1

group 6

overcome bias in perception?? how???


everybody have their own perceptions obout someone or something. But sometime our perception might be bias becouse of the certain circumstances or it relate with our mind itself. The term biased is used to describe an action, judgement, or other outcome influenced by a prejudged perspective.

Here we give two types of bias in perception..


halo effect, halo effect occur when our overall impression of another person affect perception of his or her individual traits or behavior. For example if the man is smart and handsome, we might be evaluate him as a kind person or loyal person.. Oh my God, who get him will be a lucky girl.. oh please..huhuhu..

so how we can avoid this thing become happen.

We believe that smart and handsome guy is not kind at all..Ops!!! sorry guys hehehehe
In this situation we have to be intelligent,honesty or kindness in order to evaluate person.Be yourself guys!! Dont close your eyes!! believe that your eyes is lying when you evaluate handsome boy ( i"m so lucky if i get it.. oh!! please!!!) hahaha
so my advice is..evaluate people with your mind. find the truth and saying the truth.

second is stereotypes, it is perceiving other is one we already describe, mean judge someone or something according previous comment or judgment. For example before entered in the organization we have a certain perception about a particular race or religion. So when we meet this particular person we might judge this person according to the our last knowledge and perception. It because it already set in our mind. how to avoid this from happen??

we supposed look person according their attitude, not their types of religion, race, etc. we have to open our eye in order to evaluate someone, use our mind, heart and do not interfere with another bad rumors. Come on guy!! this is 21th century. Dont close your mind!!!

group 6

external behavior??? did u know?? lets get it...

Everyone has a unique personality and as a consequence, a unique life story. What has made you the person you are ????..take a time and think what has made you the person you are…Ideally,the attribution theory can described what are the person you are?..The attribution theory is a theory that explains how individuals pinpoint the causes of their own behavior and that other…
Exactly, the attribution theory can be divide by two behavior The attribution can be made to an internal behavior of responsibility (something within the individual’s control)or an external behavior something outside the individual’s control).

Now, we love to go narrow about the external behavior…Externally means the believed to be beyond a personal control. Alternatively, you might say it was and easy test (you would attribute your success to degree of task difficulty) or that you had good luck. In this case, you are attributing your performance to sources beyond your control or external sources. you can see that external attribution include causes like task difficulty or luck…

The externally causes of behavior have three types..there is a distinctiveness, concensus and consistency. Do you know what is the distinctiveness??and what is going on about the consencus and consistency????

Then, we go on the distinctiveness first..The distinctiveness is whether an individual displays different behavior in different situation what we want to know is whether this behavior is unusual. If this action is not usual,it will probably judge as internal..

Second, looking for the consencus.. we can say the behavior shows consencus if everyone who is faced with a similar situation respond in the same way…

Lastly, when a person respond the same way over time we can called it consistency..like we say that, the more consistent the behavior, the more the observer is inclined to attribute it to internal cause

If consensus, consistency and distinctiveness all are high, we conclude that this person act from external causes. This means that most other people, act like this one, that this person behave in the same way at other time and the person does not act in the same way in other situation.

Now, for example we take about as example image that several other member of the group also complain about their food and service (consensus is high), that you have seen this person complain the same restaurant at other time (consistency is high), but you have not seen this person complain in other sitting, for example meeting in other restaurant. in this case, we can conclude that this person behavior come from external causes…..

so.. lets think.. it is you are behave same with this behavior??? huhuhu
ask yourself

The Story Begin___Ex or In!!!!

Hello..ladies and gentlemen. Now we present to you the 'FOURTH@4 in the blogs'....

We have a story to tell to you all...

Once upon a time....

“Hanika is a supervisor at Administrative Department in SEMPURNA Company. She has 30 workers under her supervision. Hanika’s bad temper has been known by all member of the company. She always gets angry to her subordinate and sometimes without any reason. Although like that, Hanika still can cooperate with her subordinates except for one worker, name Mamayo. Hanika is very anti with Mamayo because he always disobeys her order. Hanika never have a talk to Mamayo by face to face. Suddenly, one day Hanika become friendly with Mamayo. She has converse with Mamayo in the morning at the office for the first time. It’s weird because she never talks to him before. Besides, she also has a weird habit. She love flowers but the weird thing is she use deliverer to deliver flowers and card that contain with sweet word to her office.”

In this situation, we can say that this is an external determination. External determination have three element where is distinctiveness, consensus, and consistency.

For the distinctiveness, it’s mean whether the individual display different behavior in different situation. The distinctiveness can be low when the individual do the thing that he/she always do and will be high if he/she suddenly change his/her attitude. Referring to the situation above, we can say that the distinctiveness is high because Hanika suddenly been friendly with Mamayo although before this she never like him.

For the consensus, it’s mean everyone who is face with a similar situation respond in the same way. Consensus will be low if everybody do the same thing and will be high if there have person who do different than others. Refer to the Hanika’s situation, she is the only one who have that weird habit in her department.

Furthermore, consistency is does the person respond the same way over time. The more consistences the behavior, the more the observer is inclined to attributed it to internal course. For the example, everyone in the company knows that she is bad temper person. It is normal thing if she always gets angry to her subordinates.

	DISTINCTIVENESS	CONSENSUS	CONSISTENCY
EXTERNAL	high	high	high
INTERNAL	low	low	high

THE END.....thank you

Internal & external determination by group3

Attribution theory has been proposed to develop explanations of the ways in which judge people differently, depending on what meaning we attribute to a given behavior. Basically, the theory suggests that when we observe an individuals behavior, we attempt to determine whether it was internally or externally caused. That determination, however, depends largely on three factors that are distinctiveness, consensus and consistency.

Internally caused behaviors are those that are believed to be under personal control of the individuals. Externally caused behavior is seen as resulting from outside causes, that is the person is seen as having been forced into the behavior by the situation. If one of your employees is late f or work, you might attribute his lateness to his partying into the wee hours of the morning and then oversleeping. This would be an internal attribution. But if you attribute his arriving late to an automobile accident that tied up traffic on the road that this employee regularly uses, then you would be making an external attribution.

Distinctiveness refers to whether an individual displays different behaviors in different situations. Is the employee who arrives late today also the source of complaints by coworkers for being a “goof-off”? What we want to know is whether this behavior is unusual. If it is, the observer is likely to give behavior an external attribution. If this action is not unusual, it will probably be judged as internal.

If everyone who is face with a similar situation response in the same way we can say the behavior shows consensus. The behavior of the employee discussed above would meet this criterion of all employees who took the same route to work were also late. From an attribution perspective, if consensus is high, you would be expected to give an external attribution to the employee tardiness, whereas if other employees who took the same route made it to work on time, your conclusion as to causation would be internal.

Finally, an observer looks for consistency in a person’s actions. Does the person respond the same way over time? Coming in 10 minutes late for work is not perceived in the same way for the employee for whom it is an unusual case ( she has not been late for several months) as it is for the employee for whom t is part of routine pattern ( she is late 2 or 3 times a week). The more consistent the behavior, the more the observer inclined to attribute it to internal causes.