Term
| perception has 3 components |
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Definition
o A perceiver
o A target that is being perceived
o Some situational context in which the perception is occurring |
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Definition
| • The process of interpreting the messages of our senses to provide order and meaning to the environment |
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| • The tendency for the perceptual system to defend the perceiver against unpleasant emotions, ie, see what we want to see |
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Definition
| • A theory that states that people form perceptions of themselves based on their characteristics and memberships in social categories |
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| Bruner’s perceptual model: |
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Definition
| • selectivity, constancy, and consistency in our perception of people |
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Term
| primacy vs recency effect |
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Definition
o Primacy effect:
• The tendency for a perceiver to rely on early cues or first impressions
o Recency effect:
• The tendency for a perceiver to rely on recent cues or last impressions |
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Term
| reliance on central traits |
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Definition
o personal characteristics of a target person that are of particular interest to a perceiver
• ie appearance, good looking people are paid more |
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| implicit personality theories |
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Definition
o personal theories that people have about which personality characteristics go together
• ie assume hardworking people are likely also honest |
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o the tendency for perceivers to attribute their own thoughts and feelings to others
o someone stealing from the company using “But so does everyone else” |
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| The process by which causes or motives are assigned to explain people’s behaviour |
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Term
| dispositional attributions |
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Definition
Explanations for behaviour based on an actor’s personality or intellect
Reflects the “true person” , ie, explaining a behaviour as a function of greed, friendliness, or laziness |
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Definition
Explanations for behaviour based on an actor’s external situation or environment
Ie, explaining a behaviour as a function of bad weather, good luck, poor advice, or proper tools |
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Definition
| • Attribution cues that reflect how consistently a person engages in a behaviour over time |
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| • Attribution cues that reflect how a person’s behaviour compares with that of others |
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• Attribution cues that reflect the extent to which a person engages in some behaviour across a variety of situations
• Ie, a good prof has long hours, distinctive if he is helpful also, if not, it is likely long hours rule |
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Term
| fundamental attribution error |
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Definition
o The tendency to overemphasize dispositional explanations for behaviour at the expense of situational explanations
o Ie, poor performance at work suggests laziness, but really it is a bad sales territory or poor training. |
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Definition
o The propensity for actors and observers to view the causes of the actor’s behaviour differently
o Ie, leave early to arrive for a meeting, and hit an accident delay that was truly unusual. I know I left early, but my boss sees me arrive late and assumes I am unreliable |
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Definition
o The tendency to take credit for successful outcomes and deny responsibility for failures
o Ie, a 95% on a test, likely to make a dispositional attribution, but upon a failing grade, the same student is likely to find situational causes to explain the fail |
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Definition
| o differences among recruits and employees in characteristics such as gender, race, age, religion, cultural background, physical ability, or sexual orientation |
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| o Members of a social group feel they might be judged or treated according to a stereotype and that their behaviour or performance will confirm this stereotype |
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| o A psychological state in which one has a willingness to be vulnerable and to take risks with respect to the actions of another party |
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| perceived organizational support POS |
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Definition
| o Employees’ general belief that their organization values their contribution and cares about their well-being |
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Term
| Organizational Support Theory |
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Definition
| o A theory that states that employees who have strong perceptions of organizational support feel an obligation to care about the organization’s welfare and to help the organization achieve its objectives |
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Term
• Perceptions in the employment interview
o Contrast effects: |
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Definition
• Previously interviewed job applicants affect an interviewer’s perception of a current applicant, leading to an exaggeration of differences between applicants
• Ie, see two great applicants, and then an average, the average looks poorer than had the previous two also been average |
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• Perceptions of recruitment and selection
o Signalling theory: |
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Definition
• Job applicants interpret their recruitment experiences as cues or signals about what it is like to work in an organization
• Ie, poor treatment during an interview may suggest a lack of professionalism and respect of employees |
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Term
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Definition
• Job applicants interpret their recruitment experiences as cues or signals about what it is like to work in an organization
• Ie, poor treatment during an interview may suggest a lack of professionalism and respect of employees
vs
• The tendency to perceive the job performance of ratees as especially ineffective |
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Definition
| • The tendency to assign most ratees to middle-range job performance categories (80% c's would be committing and error |
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• The rating of an individual on one trait or characteristic tends to colour ratings on other traits or characteristics
• Ie, a manager views an employee frequently late, and thus assumes productivity must also be negatively affected |
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