Lesson 04 - Perception and Decision Making PDF

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Lesson – 4 Perception and Decision Making 1. What Is Perception?  Factors That Influence Perception 2. Person Perception: Making Judgments About Others  Attribution Theory  Common Shortcuts in Judging Others  Specific Applications of Shortcuts in Organizations 3. The Link Between Perception and Individual Decision Making 4. Decision Making in Organizations  The Rational Model, Bounded Rationality, and Intuition  Common Biases and Errors in Decision Making 5. Influences on Decision Making: Individual Differences and Organizational Constraints  Individual Differences  Organizational Constraints 6. What About Ethics in Decision Making?  Three Ethical Decision Criteria  Improving Creativity in Decision Making

1. What Is Perception? (Define perception and explain the factors that influence it) Perception is a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment. However, what we perceive can be substantially different from objective reality. Why is perception important in the study of OB? Simply because people’s behavior is based on their perception of what reality is, not on reality itself.

1.1. Factors That Influence Perception Number of factors operate to shape and sometimes distort perception. These factors can reside in the perceiver; in the object, or target, being perceived; or in the context of the situation in which the perception is made. When you look at a target and attempt to interpret what you see, your interpretation is heavily influenced by your personal characteristics. Context matters too. The time at which we see an object or event can influence our attention, as can location, light, heat, or any number of situational factors.

2. Person Perception: Making Judgments About Others (Explain attribution theory and list the three determinants of attribution.) 1

2.1. Attribution Theory (cause of something) Attribution theory tries to explain the ways in which we judge people differently, depending on the meaning we attribute to a given behavior. It suggests that when we observe an individual’s behavior, we attempt to determine whether it was internally or externally caused. That determination, however, depends largely on three factors: i. Distinctiveness ii. Consensus iii. Consistency Internally caused behaviors are those we believe to be under the personal control of the individual. Externally caused behavior is what we imagine the situation forced the individual to do. If one of your employees is late for work, you might attribute that to his oversleeping. But if you attribute lateness to an automobile accident that tied up traffic, you are making an external attribution. i.

Distinctiveness Refers to whether an individual displays different behaviors in different situations. Ex: Is the employee who arrives late today also one who regularly “blows off” commitments? What we want to know is whether this behavior is unusual. If it is, we are likely to give it an external attribution. If it’s not, we will probably judge the behavior to be internal.

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Consensus If everyone who faces a similar situation responds in the same way, we can say the behavior shows consensus. Ex: The behavior of our late employee meets this criterion if all employees who took the same route were also late. From an attribution perspective, if consensus is high, you would probably give an external attribution to the employee’s tardiness (Lateness), whereas if other employees who took the same route made it to work on time, you would attribute his lateness to an internal cause.

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Consistency Finally, an observer looks for consistency in a person’s actions. Does the person respond the same way over time? Ex: Coming in 10 minutes late for work is not perceived in the same way for an employee who hasn’t been late for several months as it is for an employee who is late two or three times a week. The more consistent the behavior, the more we are inclined to attribute it to internal causes.

Fundamental Attribution Error One of the most interesting findings from attribution theory research is that errors or biases distort (Misrepresent) attributions. When we make judgments about the behavior of other people, we tend to underestimate the influence of external factors and overestimate the influence of internal or personal factors. Ex: Sales manager is prone (Likely to) to attribute the poor performance of her sales agents to laziness rather than to the innovative product line introduced by a competitor. Self-Serving Bias Individuals and organizations also tend to attribute their own successes to internal factors such as ability or effort, while blaming failure on external factors such as bad luck or unproductive co-workers. People also tend to attribute ambiguous information as relatively flattering and accept positive feedback while rejecting negative feedback.

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The evidence on cultural differences in perception is mixed, but most suggest there are differences across cultures in the attributions people make. Asian managers are more likely to blame institutions or whole organizations, whereas Western observers believe individual managers should get blame or praise. Differences in attribution tendencies don’t mean the basic concepts of attribution and blame completely differ across cultures, though. Self-serving biases may be less common in East Asian cultures, but evidence suggests they still operate across cultures.

2.2. Common Shortcuts in Judging Others (Identify the shortcuts individuals use in making judgments about others) i.

Selective Perception The tendency to selectively interpret what one sees on the basis of one’s interests, background, experience, and attitudes. This explains why you’re more likely to notice cars like your own. Because we can’t observe everything going on about us, we engage in selective perception. EX: As one money manager noted, “Each time the market went down was a new opportunity to buy the stock even cheaper.” This shows the dangers of selective perception: by looking only at the past price, analysts were relying on a false reference point and failing to recognize that what has fallen can fall further still.

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Halo Effect The tendency to draw a general impression about an individual on the basis of a single characteristic. EX: If you’re a critic of President Obama, try listing 10 things you admire about him. If you’re an admirer, try listing 10 things you dislike about him. Won’t find this an easy exercise! Our general views contaminate our specific ones.

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Contrast Effect Evaluation of a person’s characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics. EX: In a series of job interviews, interviewers can make distortions in any given candidate’s evaluation as a result of his place in the interview schedule. Receive a more favorable evaluation if preceded by average applicants and a less favorable evaluation if preceded by strong applicants.

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Stereotyping Judging someone on the basis of one’s perception of the group to which that person belongs. We rely on generalizations every day because they help us make decisions quickly; they are a means of simplifying a complex world. EX: Men aren’t interested in child care, older workers can’t learn new skills, and Asian immigrants are hardworking and conscientious.”

2.3. Specific Applications of Shortcuts in Organizations In many cases, our judgments have important consequences for the organization. i.

Employment Interview Few people are hired without an interview. But interviewers make perceptual judgments that are often inaccurate 20 and draw early impressions that quickly become entrenched. Research shows we form impressions of others within a tenth of a second, based on our first glance

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Performance Expectations People attempt to validate their perceptions of reality even when these are faulty. The terms Self-fulfilling prophecy and Pygmalion effect describe how an individual’s behavior is determined by others’ expectations. If a manager expects big things employees not likely to let down. Similarly, if expects only minimal performance, they’ll likely meet those low expectations.

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iii.

Performance Evaluation Although the appraisal can be objective many jobs are evaluated in subjective terms. Subjective evaluations, though often necessary, are problematic because all the errors we’ve discussed thus far— selective perception, contrast effects, halo effects, and so on—affect them.

3. The Link Between Perception and Individual Decision Making (Explain the link between perception and decision making) Individuals in organizations make decisions, choices from among two or more alternatives.  Top managers determine their organization’s goals, what products or services to offer  Middle- and lower-level managers set production schedules, select new employees  Non-managerial employees decide how much effort to put forth at work and whether to comply with a boss’s request. Decision making occurs as a reaction to a problem. That is, a discrepancy exists between the current state of affairs and some desired state, requiring us to consider alternative courses of action. But the way individuals make decisions and the quality of their choices are largely influenced by their perceptions. Again, our perceptual process will affect the final outcome. Finally, throughout the entire decision making process, perceptual distortions often surface that can bias analysis and conclusions. Perceptual distortions are incorrect understandings or abnormal interpretations of a perceptual experience. A perceptual distortion occurs when a person's response to stimuli varies from how it is commonly perceived.

4. Decision Making in Organizations (Apply the rational model of decision making and contrast it with bounded rationality and intuition). This is where OB enters the picture: to improve the way we make decisions in organizations, we must understand the decision-making errors people commit

4.1. The Rational Model, Bounded Rationality, and Intuition Rational Decision Making These decisions follow a six-step rational decision-making model. i. Define the problem. ii. Identify the decision criteria. iii. Allocate weights to the criteria. iv. Develop the alternatives. v. Evaluate the alternatives. vi.

Select the best alternative.

The rational decision-making model relies on a number of assumptions, including that  The decision maker has complete information,  Able to identify all the relevant options in an unbiased manner  Chooses the option with the highest utility  No time or cost constraints  Maximum payoff In the real world situation, people are usually content to find an acceptable or reasonable solution to a problem rather than an optimal one

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Bounded Rationality Our limited information-processing capability makes it impossible to assimilate and understand all the information necessary to optimize. So most people respond to a complex problem by reducing it to a level at which they can readily understand it. The human mind cannot formulate and solve complex problems with full rationality, we operate within the confines of bounded rationality. We construct simplified models that extract the essential features from problems without capturing all their complexity. (Choosing a college without going for all the alternatives). Intuition Perhaps the least rational way of making decisions is intuitive decision making, an unconscious process created from distilled experience. It occurs outside conscious thought; it relies on holistic associations, or links between disparate pieces of information; its fast; and it’s affectively charged, meaning it usually engages the emotions. Rational analysis has been overemphasized and, in certain instances, relying on intuition can improve decision making

4.2. Common Biases and Errors in Decision Making Decision makers engage in bounded rationality, but they also allow systematic biases and errors to creep into their judgments. To minimize effort and avoid difficult trade-offs, people tend to rely too heavily on experience, impulses, gut feelings, and convenient rules of thumb. These shortcuts can be helpful. However, they can also distort rationality.  Overconfidence bias Believing too much in our own ability to make good decisions  Anchoring bias A tendency to fixate on initial information and fail to adequately adjust for subsequent information. It occurs because our mind appears to give a disproportionate amount of emphasis to the first information it receives. Anchors are widely used by people in professions in which persuasion skills are important—advertising, management, politics, real estate, and law.  Confirmation bias The tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgments. (Refers to selective perception). Therefore, the information we gather is typically biased toward supporting views we already hold  Availability Bias The tendency for people to base their judgments on information that is readily available to them. The availability bias can also explain why managers doing performance appraisals give more weight to recent employee behaviors than to behaviors of 6 or 9 months earlier  Escalation of Commitment Another distortion that creeps into decisions is a tendency to escalate commitment. Escalation of commitment refers to staying with a decision even when there is clear evidence its wrong. Consider a friend who has been dating someone for several years. Although he admits things aren’t going too well, he says he is still going to marry her. His justification: “I have a lot invested in the relationship!”  Hindsight bias සසසසසස සස සසසසස Looking back, once the outcome has occurred, and believing that you accurately predicted the outcome of an event. When we have accurate feedback on the outcome, we seem pretty good at concluding it was obvious.  Randomness Error People like to think we have some control over our destiny. Our tendency to believe we can predict the outcome of random events is the randomness error. Decision making suffers when we try to create meaning in random events, particularly when we turn imaginary patterns into superstitions. These can be completely contrived (false) (never make important decisions on Friday the 13th”)

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5. Influences on Decision Making: Individual Differences and Organizational Constraints (Explain how individual differences and organizational constraints affect decision making)

5.1. Individual Differences Decision making in practice is characterized by bounded rationality, common biases and errors, and the use of intuition. In addition, individual differences create deviations from the rational model. Personality Researches of personality and decision making suggests personality does influence our decisions. Let’s look at conscientiousness and self-esteem Facets of conscientiousness may affect escalation of commitment. Two such facets:  Achievement striving and dutifulness Actually had opposite effects. Achievement-striving people were more likely to escalate their commitment, whereas dutiful people were less likely. Achievement-striving individuals appear more susceptible to the hindsight bias, perhaps because they have a greater need to justify their actions.  People with high self-esteem are strongly motivated to maintain it, so they use the self-serving bias to preserve it. They blame others for their failures while taking credit for successes. Gender Women spend much more time than men analyzing the past, present, and future. They’re more likely to overanalyze problems before making a decision and to rehash a decision once made. Mental ability Once warned about decision-making errors, more intelligent people learn more quickly to avoid them Cultural Differences The depth of analysis, the importance placed on logic and rationality, and whether organizational decisions should be made autocratically by an individual manager or collectively in group has an influence of the cultural background of a decision maker

5.2. Organizational Constraints Performance evaluation Managers are strongly influenced by the criteria on which they are evaluated. If a division manager believes the manufacturing plants under his responsibility are operating best when he hears nothing negative that may be due to, plant managers spending time ensuring that negative information doesn’t reach him. Reward systems The organization’s reward system influences decision makers by suggesting which choices have better personal payoffs. If the organization rewards risk aversion, managers are more likely to make conservative decisions Formal regulations Organisational rules and policies limit the alternative choices of decision makers System-imposed time constraints Organisations require decisions by specific deadlines Historical precedents Past decisions influence current decisions

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6. What About Ethics in Decision Making? 6.1. Three Ethical Decision Criteria  Utilitarianism Which proposes making decisions solely on the basis of their outcomes, ideally to provide the greatest good for the greatest number. This view dominates business decision making. It is consistent with goals such as efficiency, productivity, and high profits. Advantages and liabilities: A focus on utilitarianism promotes efficiency and productivity, but it can marginal the rights of some individuals, particularly those with minority representation  Whistle-blowers Individuals who report unethical practices by their employer to outsiders.  Rights in decision making An emphasis on rights in decision making means respecting and protecting the basic rights of individuals, such as the right to privacy, free speech, and due process. Advantages and liabilities: protects individuals from injury and is consistent with freedom and privacy, but it can create a legalistic environment that hinders (Delays) productivity and efficiency.  Justice Impose and enforce rules fairly and impartially to ensure justice or an equitable distribution of benefits and costs. Union members typically favor this view. It justifies paying people the same wage for a given job regardless of performance differences. Advantages and liabilities: protects the interests of the underrepresented and less powerful, but it can encourage a sense of entitlement that reduces risk taking, innovation, and productivity.

6.2. Improving Creativity in Decision Making A rational decision maker also needs creativity, the ability to produce novel and useful ideas. These are different from what’s been done before but appropriate to the problem presented. What can individuals and Organizations do to stimulate employee creativity? The best answer lies in the three-component model of creativity,  Expertise Which proposes that individual creativity essentially requires expertise  Creative thinking skills: This encompasses personality characteristics associated with creativity, the ability to use analogies, and the talent to see the familiar in a different light.  Intrinsic task motivation: This is the desire to work on something because it’s interesting, involving, exciting, satisfying, or personally challenging. It’s what turns creativity potential into actual creative ideas International Differences There are no global ethical standards, as contrasts between Asia and the West illustrate. Because bribery is commonplace in countries such as China, a Canadian working in China might face a dilemma. Ways to improve decision making  Analyze the situation and adjust your decision-making style to fit the situation  Be aware of biases and try to limit their impact  Combine rational analysis with intuition to increase decision-making effectiveness  Don’t assume that your specific decision style is appropr...