Perceptual Process

Perception is ability to see , hear or become aware of something through the senses and sensation is the process of receiving information from the environment through remarkable receptors in the human body.

Sensation ans perception are two completely different elements as well as interrelated processes that are developed throughout the life span, also they have close relationship. Without sensation perception will not be possible. Sensation and perception are work together for us to be able to identify and create meaning from stimuli related information.

For example : Seeing the light – sensation

                       Determining its colors – perception

perception process plays a pivotal role in an organization. This may help to ;

*Identify interpersonal work relations

*Selection employees to the organization

*For performance appraisal

There are 3 factors which are affect to the perception

Perception process is a psychological process that a person uses to organize and interpret information from the environment. Basically perception process has 4 stages.

1. Reception
2. Selection
3. Organization
4. Interpretation

1.Reception – Is the process of person receives the information through stimuli.

2.Selection – In this stage, may affect two types of factors.

Internal – Attributes, motives, experiences , interests and expectations

External – Size, intensity, proximity,motion and novelty.

3.Organization - Is the process of sorting stimuli in to meaningful pattern .this may consist following steps.

Grouping – Stimuli assembled by their similarity

Proximity- Closeness of stimuli to one another that affects perception

Closure- Ability of organizing stimuli , so that together they form a whole pattern.

4.Interpretation- In this stage buildup an idea about the information that was sensed, selected and organized. Interpretation can be expressed by following perceptual methods.

• Primary effect
• Selective perception
• Stereotyping
• Halo and Horn effect
• Projection and expectancy effect

• Primary Effect
  This is the most important effect. The first impression of human being that they remembered latest events more than the less recent ones.

• Selective Perception
  Person sees, hears, or feel what they want and reject the other information which are not relevant to his or her view

• Stereotyping
  Stereotype is an idea or belief about a thing or group that is based upon how they look on the outside, which may be not true or partly true, and there is a different between perceived notion and actual traits. However stereotyping is a generalized concept that may positive or negative.

• Halo effect & Horn effect
  Halo effect and Horn effects are happened in the all time, and those are cognitive bias that may cause you to allow one attribute or trait it may good (Halo) or bad (Horn) to overshadow impression of a person.

• Projection and Expectancy effect

Projection is a psychological defense mechanism which makes a person compare his negative traits with other people and conclude that they are better off than others.  Perceptual checking minimizes the negative effects of projection.

Expectancy is the tendency of an individual to interpret any person or object based on how he expects the person or object to be in the first place. It is also called as Pygmalion effect.

How can we develop perceptual skills

• Knowing about myself accurately.

When we can understand myself accurately, then we can perceive other as more accurate.

• Empathize with others

Empathy is a natural effect, can be defined as the person’s ability to understand and be sensitive about others feelings.

• Communicating openly
  If we have proper communication with right person, at right time in right manner, it may help to minimize inadequate communication or one way communication in an organization.
• Maintaining positive attitudes
  A person who enrich with this attributes, they have a strong and long lasting effects on their perception .

• Comparing one’s perception with that of others
  When comparing one’s own perception with other perception about same object may cause to reduce perceptual errors in the organization,also it may help to get better understanding about situation and the object.

• Introducing Diversity Management Programs
  Every organization workforce is so diverse by language, religious and culture. It is big challenge to work together in an organization as a team or a group. By conducting training programs which are are help to communicate the values of diversity with each other, may cause to reduce the perceptual errors with in the employees.

References

1.Your Article Library. (2019). Strategies for Improving Perceptual Skills: 7 Strategies. [online] Available at: http://www.yourarticlelibrary.com/organization/perception/strategies-for-improving-perceptual-skills-7-strategies/63797 [Accessed 14 Jun. 2019].

2.Explorable.com. (2019). Sensation and Perception. [online] Available at: https://explorable.com/sensation-and-perception [Accessed 14 Jun. 2019].

3.Business Jargons. (2019). What is Perception? definition, factors, process and importance - Business Jargons. [online] Available at: https://businessjargons.com/perception.html [Accessed 14 Jun. 2019].

4.Kennon, J. (2019). Mental Model: Horns Effect and Halo Effect. [online] Joshuakennon.com. Available at: https://www.joshuakennon.com/mental-model-horns-effect-and-halo-effect/ [Accessed 15 Jun. 2019].   

GROUP COHESIVENESS

Work Group or task forces can be defined as a collection of individuals working in face to face relationships to share information & resources for a with each other to accomplish certain goal or meet certain needs.

Group Cohesion is a important criterion that may impact to group behavior. “ Group Cohesiveness is the degree who which members are attached to each other and are motivated to stay in the group”

(Stephen P Robbins)

Characteristics of Group Cohesiveness

1. Interpersonal attraction- Every group maintain a certain type of ground rules: and those are combination of common interest of all members in the group. Therefore, when joining to that kind of group it is compulsory to understand all ground rules and it will be helped to maintain same level of interest.

2. Group Pride & Dignity - Every group maintain a certain level of pride and dignity with including all team members. Groups are deliver responsible services to society or any kind of organization or person. Groups may undertake services according to their pride and dignity.

3. Commitment - Every member of the group must be a loyal and honest, and they need to take active participation in the group activities. This may help to develop high performance.

Factors that may impact to Group Cohesiveness

1. Similarity - Groups are accepted similar kind of interest peoples and reject different nature of interest persons.

2. Communication- Proper communication between Members is very important.

3. Trust - Maintain a positive trust is very much necessary in the groups.

4. An Objective - When mainting positive objective, it may help to deliver positive intention to social and it brings back positive recommendations.

5. Experience- Previous experience may help to get overall growth of the groups.

Advantages of Group Cohesiveness

In the 21^st century focused to encourage Group Cohesiveness, because of productivity advantage and its relates benefits.

• Experience lower level of stress between members
• Low level of absenteeism
• Low turn over rates and better employee retention rates    
  
  
  
• Diversity of views
• High level of Job Satisfaction.

Group Cohesiveness has advantages as well as it has disadvantages

• Low level of productivity
• Lack of creativity
• Disagreements
• Struggling for power
• Communication breakdowns
• Clash between personalities

How Increase Group Cohesiveness

• Making small groups
• Stimulate competition with other groups
• Rewarded system for groups
• Physically isolated the group
• Agreement on goals

How Decrease Group Cohesiveness

• Large groups
• Disagreement on goals
• Intra- group competitions
• Unpleasant experiences
• Poor evaluation

References

 1.Smallbusiness.chron.com. (2019). The Importance of Work Groups in Companies. [online] Available at: https://smallbusiness.chron.com/importance-work-groups-companies-61667.html [Accessed 12 Jun. 2019].

Work Place Motivation

Motivation is a critical element of success in every organization, and it may directly affected to the productivity .therefore motivation help to achieve higher level of outputs. Motivation can be defined as a

“Motivation is the act of stimulating someone or oneself to get a desired course of action, to push the right button to get desired action”

             -Michael j. Jucius

Key Objectives

• Energize people to achieved identified goals, results or outcomes.
• Enable people to achieve more than average or acceptable performance levels.
• To realize the higher potential of individuals.

What are the Importance and Advantages

• Motivation ensures better utilization of resources and reduce wastage.
• Motivation will fill the gap between “ capacity to work and the willingness to work”
• Reduces problems like labor turnover, absenteeism, indiscipline and grievances
• Improves productivity
• Improves cooperation and team spirit
• Improves knowledge and skills among employees
• Acceptance of organizational changes
• Reduces conflicts and misunderstanding between the employer and the employees

Basic principles of motivation

• All people are motivated
• People do things for their reasons
• You cannot motivate people by force-you have to act in a manner for them to get motivated

How can be identified demotivation in an organization

• Increase labor turn over
• Late attendance and absenteeism
• Drop on productivity
• Drop in quality of work out put
• Interpersonal conflicts
• Industrial disputes

Motivation Theories

As a successful leader need to be able to motivate and inspire employees to work toward to achieve a goals. Knowing about basics of applying the various motivational theories will help to get the results that may you want from employees.

1. Hierarchy of needs theory by Abraham Maslow
2. Two factor theory by Fredrick Herzberg
3. X and Y theory by Douglas McGregor
4. ERG theory by Clayton Alderfer
5. Theory of needs by David Mc Clelland 
    
   
   

1.  Hierarchy of needs theory by Abraham Maslow

Abraham Maslow suggested that human needs exists at a number of different levels, from basic physiological needs such as hunger, to high level needs such as self-development and self-fulfillment. These levels could be arranged in a hierarchy.

According to Maslow, other things being equal, people tend to satisfy their lowest level of felt need before moving on to the next higher- level of needs.

The major difficult associated with Maslow’s model lies in its apparent rigidity. Whilst few people would deny that there are lower- level and higher-level needs. Many would disputes that people do tend to satisfy their needs in relatively way from the bottom to the top, as it were.

However this is one of the best and more influential theory on workplace.

 

 

2. Two factor theory by Fredrick Herzberg

As per the Fredrick Herzberg’s theory man lives at two levels, physical level and the psychological level. Several factors lead to employee satisfaction and others will lead to dissatisfaction. Factors of satisfaction called Motivation and others called Hygiene factors.

Motivation factors connected with the job and hygiene factors connected with the environment.

 

3. X and Y theory by Douglas McGregor

This based on two assumptions. “X” shows the important of supervision, external rewards and penalties and “Y” shows job satisfaction and encourage workers to complete task without supervising

“X” theory

• Employees dislike work and try to avoid whenever they possible.
• When employees dislike to work , must have to controlled coerced or threatened to achieve goals.
• Employees try to avoid responsibilities.
• Workers seek security above all other factors associated with work and will display little ambition.

“Y” Theory

• Employees work in natural as a rest or play
• Employees have self direction and self control if they are committed to the objectives.
• Employees seek responsibilities and can make good decisions.
  
  
  
   
  How to motivate people
  
  
• Be motivated yourself
• Have a dream/ vision
• Treat each person as an individual
• Set realistic & challenging targets
• Create motivating environment
• Provide fair rewards
• Give recognition
• Reinforce relationship
• Job design-Job Enlargement, Job Enrichment, Job Rotation

Personality at Workplace

“The dynamic organization within the individual of those psychophysical system that determine his unique adjustments to his environment”

                                                                                            (Gordan Allport)

Every individual has a unique combinations of characteristics that are affected their personality and those factors directly influences his or her success at work place.

Determinants of personality

Heredity- every person has their own heredity and that come from genes. Some are:

-Facial attractiveness

-Gender

-Physical structure

-Muscle composition

-Energy level

-Bio rhythms

-Reflexes

Environment – An Environment is help to shaping our personality. Our family, and friends can be consider as an environment as well as social groups plays a substantial role in our personality development.

Situation – An individual’s personalty stable and consistent every time, may be more effective in some situations than others. The different demands of different situations call for different aspects off one’s personality.

 

Traits of personality

In diverse situations may occur people’s habitual patterns of thoughts, feelings, and behaviors. Those are consider as a reflect of personality traits. Two dominant framework used to describe personality .

• Big Five Model
• Myers- Briggs Type Indicator

• Big Five Model
  Psychologist are believe that there are five dimensions of personality called as Big 5 or “OCEAN” and these traits strongly relate to higher job performance.

Openness

People who are have this traits are more adventurous and very creative. Main features of this trait are imagination and insight. Those who have this trait are concern about the world and other people and learn new things and enjoyed with new experiences.

Full of openness

• Very creative
• Try to do new things and tackling new challenges and happy to think about those concept.

Low of openness

• Do not imagine and do not like abstract or theoretical concepts.
• Do not like change and
• Do not enjoy new things

Conscientiousness

High level of thoughts fullness , good impulse control and goal directed behaviors are standard features if this dimension.

Full of Conscientiousness

• Important task finished at right way
• Spends time for preparing and working for a schedule.
• Before perform collecting relevant details in full.

Low of Conscientiousness

• Always fail to complete important and assigned tasks
• Do not maintain structure and schedules.
• Every time make messes.

Extraversion

Extraversion or extroversion standard features are excitability, sociability, talkativeness, assertiveness and high amount of emotional expressiveness. Those who have high Extraversions are outgoing and tend to gain energy in social situations.

Full of Extraversion

• Makes new friends easily and has wide social circle of friends
• Like to get attention.
• Start conversations with new people easily
• Energized when people are with him.

Low of Extraversion

• Like to be solitude.
• Difficult to having a conversion with new people
• Do not like to get attention and always think about things before speaking.

 

Agreeableness

This dimension’s features are trust, altruism, kindness , affection and other pro social behaviors. People who have agreeableness features are more cooperativeness .

Full of Agreeableness

• Always care about others and interest about others.
• Assists and enjoys helping others.

Low of Agreeableness

• Doesn't care about other people’s interests, feelings and problems.
• Insult others.

 

Neuriticism

Neuriticism’s features are sadness , moodiness, and they are emotionally instability. People who are rich with this traits will be affected to the organization negatively, but low in this traits to be more stable and emotionally resilient.

Full of Neuriticism

• Stress fullness
• Always get upset and worry about things
• Feels anxious.

Low of Neuriticism

• Well deal with stress.
• Stable in emotionally.
• Very relax and doesn't worry too much

many psychologist believe this five personality dimensions are not only universe, they also have Biological origins. As well as both biological and environment may play a role to developing our personality factors.

• Myers- Briggs Type Indicator (MBTI)

MBTI is an inventory to understand people and their lives. This is a psychological theory. Over the past 40 years MBTI instrument proved as a best instrument for discover the personality types. It is a valid and reliable. In 1920 Carl G Jung was introduced the psychological theory and base on that in 1940 MBTI was constructed by Katharine Cook Briggs and her daughter Isabel Briggs Myers.

This instrument has 16 distinctive personality types, each set has four set of letters.

E & I – Indicate Extraversion & Intraversion.

S & N – Indicate Sensing & Intuition

T & F – Indicate Thinking & Feelings

J & P – Indicate Judging & perceiving

 

 

 

Identification of each and every employee's traits or natural reflexes is essential because can be identified how they interact and behave with others and how they fit with task and how they manage their responsibilities on their positions. There are some advantages by identifying of personality.

Will be Helped to:

• Motivate employees
• Reduce turnovers
• Decrease conflicts
• Improve collaboration
• Communicate effectively