1. MARY JOY FAIDALAN NOVEMBER 26,2021
BSBA FM-2A MS. VIOLYROSEBELLO
ACTIVITY #27
Ascertain a shortcut use in forming impressions of others in your organization.
Determine it's effectandprepare a three page report about it.
Shortcuts for assessing people that are frequently used:While monitoring
others in our daily lives, we notice that people make mistakes owing to flawed
perceptual processes and make poor decisions. This must be avoided at all costs.
There are five different types of faults or shortcut ways that people regularly use.
They are as follows:
Selective Perception is the ability to perceive only certain things.
It is a tendency to selectively study people and interpret them depending
on their interests, backgrounds, experiences, and attitudes. A production
manager, for example, will almost always see the need to improve the
manufacturing system, but a marketing manager will concentrate solely on
marketing research and sales promotions. In general, we are drawn to things that
are similar to ourselves. For example, we are more likely to recognize cars that
are similar to our own. The most straightforward strategy to prevent making
hasty or incorrect decisions as a result of selective perception is to seek out other
people's perceptions of "reality" in the same scenario in order to make a better
decision.
2. Projection
It's a habit of attributing one's own personal characteristics to others. For
example, a corrupt manager will tend to portray that everyone else is corrupt as
well. Similarly, a boss who enjoys tough job may portray that everyone else enjoys
it as well. This isn't always the case, and a manager who strives to make all
positions tough may be inadvertently motivating other employees in the wrong
way. Managers who use projection jeopardize their ability to respond to
individual variances. People appear to them to be more homogeneous than they
actually are. As a result, managers should use projection to protect themselves
fromperceptual biases.
Stereotyping
It's a tendency to judge people based on how the group to which they belong sees
them.
We have a tendency to attach favorable or undesirable attributes to individuals
based on widely held group stereotypes. For example, we believe that Japanese
people in general are hardworking, quality-conscious, and diligent, and we
assume that this is true of all Japanese people, but this may not be the case.
There are some Japanese people who do not have the features listed above.
Similarly, we presume that women are soft, kind, loving, affectionate, attentive,
and gentle in general, yet certain women may not possess thesequalities.
The Halo Effect
It is a tendency to form an overall impression of a person based on a few
distinguishing qualities. For example, we tend to assume that someone who
speaks English fluently is very knowledgeable, intelligent, smart, clever, and so on.
hardworking, smart, and so on. In the same way, a man who is abrasive may be
seen as bad, awful, unfriendly, aggressive, damaging, deceptive, and wicked. The
halo effect, whether favorable or negative, distorts our perception and prevents
3. us from observing the attribute being rated. This is a common occurrence when
students evaluate their university lecturer.
Effect of Contrast
It is a common practice to assess a person's traits by comparing them to those of
other persons who have achieved a higher or lower position on the same
attributes. When comparing student presentations, for example, a good
presentation done by a student just before you will likely make you feel like you
aren't as good as you are. This contrast impact has the potential to skew our
vision. In most cases, a person will be judged on their own. However, our
reactions to one person are frequently impacted by other persons or events that
have occurred previously. In an interview circumstance, a job applicant who is
preceded by me is morelikely to receive a favorableappraisal.
