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Nisha Sharma posted an Question
June 02, 2021 • 01:54 am
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30 points
30 points
- UGC NET
- Commerce
How managerial application of perception is important in three areas 1) interpeesonal working relationship 2) selecting employees 3) performance appraisal
how managerial application of perception is important in three areas 1) interpeesonal working relationship 2) selecting employees 3) performance appraisal
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Ronak kumari upadhyay
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Dear student Managerial applications/importance of perception (1) Interpersonal Working Relationship : Organizations are intended to bring about integrated behaviour. Managers require efforts to perceive correctly. Misperceptions lead to strained relations and may even result in open conflict among people. (2) Selection of Employees : Managers are subject to many of the perceptual problems when they make the selection decisions. New employees have to be selected with correct perception. (3) Performance Appraisal : The appraisal of a subordinate's performance is highly affected by the accuracy of a manager's perceptions. (4) Impression Management : It is very important for an individual to manage or to control what others perceive about the individual. Identification of social image and self-concept are some relevant factors that contribute to impression management. Perception helps managers to identify the competent persons. (5) The principle of closure, the principle of continuity, the proximity principle and the similarity principle etc., are highly useful to promote healthy organizational behaviour. Halo effect : The term halo effect was first used in 1920. The halo error is very similar to stereotyping except that in stereotyping the person is perceived according to a single category, whereas under the halo effect, the person is perceived on the basis of one trait or event. Halo effect is more reflected in performance appraisal where the distortion exists because the rater is influenced by ratee's one or two outstanding good (or bad) performances and he evaluates the entire performance accordingly. Bruner and Tagiuri note three conditions where the Halo effect is more marked : (1) When the traits to be perceived are unclear in the behavioural expressions. (2) When the traits are not frequently used by the perceiver. (3) When the traits have moral implications. (4) Perception is very important in understanding the human behaviour. (5) If people behave on the basis of their perception, we can predict their behaviour in the changed circumstances by understanding their present perception of the environment. (6) With the help of perceptions, the needs of various people can be determined, because people's perception is influenced by their needs. (7) Perception is very important for the manager who wants to avoids making errors when dealing with people and events in the work setting. Halo effect refers to the tendency of judging people on the basis of a single trait which may be good or bad, favourable or unfavourable. It is a very common type of error committed by the managers while evaluating the subordinates. Perceptual Errors and Distortion Perceptual distortion is a position where the person does not perceive the thing, particularly the person, as it may be. This is affected because of several factors, which taint our judgements about other people and situations. Barriers to Perceptual Accuracy 1. Selective Perception : Selectivity tends to be biased by an individual's attitudes, interests and background, than by the stimulus itself. It works as a short cut in judging other people. 2. Attribution : It refers to how people explain the cause of another's as their own behaviour. There are two types of attributions that people make : personal dispositions and situational attributions. There is a general tendency among the individuals to attribute their own behaviour to situational factors but explain the behaviour of others by personal dispositions. Perceptual distortion occurs because of attributions due to two reasons : (1) Fundamental attribution error and (2) Self-serving bias. 3. Stereotyping : It means judging someone on the basis of one's perception of the group to which that person belongs. Some example of common stereotypes are that Americans are materialistic Japanese are nationalistic and Germans are industrious. Generalisation based upon stereotyping makes assimilation easier since it permits to maintain consistency. But the danger lies in incorrect stereotyping. 4. Projection : When one's own personal attributes are assigned to others, then projection takes place. If you yourself are honest and trustworthy you take it for granted that other people are equally honest and trustworthy. It is not so always. 5. Perceptual Set : It means previously held beliefs about an object's influence on individual perception of similar objects. For example, a manager may have developed the general belief that workers are lazy. His subsequent perception will be influenced by this set, when he meets a group of workers. 6. Implicit Personality Theory : In judging and making inferences about others, an individual's perceptions are influenced by his belief that certain human traits are associated with one another. For example, the trait honesty is associated with hard working. All hard working people are perceived to be honest. 7. Expectancy : Expectancy is a tendency to perceive people, objects or events on the basis of what we expected them to be in the first place. This aspect is also known as "Self Fulfilling Prophecy". 8. Perceptual Maps : Derive the components or characteristics an individual uses in comparing similar objects and provide a score for each object on each characteristic. Perceptual mapping encompasses a variety of mathematical approaches designed to place or describe consumers' perception of brands or other objects on one or a series of 'spatial maps' such that the relationship between can be easily seen.
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Rucha rajesh shingvekar
Managerial Implications of Perception: A manager is primarily concerned with the achievement of organisational objectives. Perception affects the behaviour of employee. So facts necessarily may not always be accepted. Thus understanding human perception is important in understanding and controlling the behaviour. There are five major areas which require special attention so far as the perceptual accuracy is concerned. (1) Interpersonal Working Relationship: Managers in the organization need to know whether or not members share similar or at least compatible perceptions. If people are not misunderstanding each other, if they are not working with preoccupied minds and having positive approach then the interpersonal relations can be strengthened. Misperceptions usually lead to strained relations and may even result in open conflict among people. (2) Selection of Employees: Selection is based on tests, interviews and review of the applicants background. Managers perception should not be biased. Selection of the employees also depends upon how a candidate is taking the question. His answers will be accordingly. If the candidate is taking the questions in the same manner as it is asked then he will be in a better position to answer it in a positive manner. Perceptual difference totally changes the meaning of the response which sometimes results in major problems. (3) Performance Appraisal: Appraisal is highly affected by the accuracy of a managers perception. In most of the cases promotions, transfers, increments, continuation of the employees etc. depends upon the perceptual process of the boss. Performance appraisal is related with the performance of the employees and must be based on objective criteria. But irrespective of this fact, it is dependent upon the subjective criteria e.g. personal likes and dislikes of superior. (4) Level of Efforts: While judging the level of effort of a person the manager appraises the qualitative aspect of an employees performance. If he perceives them as putting in sufficient efforts and being sincere then he would rate them high in spite of their not achieving targets and vice versa. Manager must be careful while judging this aspect. (5) Increase in Loyalty Level: With proper application of perception the loyalty level can be increased. If the employees think that management is not taking any undue advantage from them, management is understanding them, then they will perceive it as their own organization and switching over of jobs will be decreased.