MGMT 371: Chapter 4Perceptions, Stereotypes & Attributions

1. Perception = 2. Info Processing Model

1. Selective Attention/Comprehension2. Encoding & Simplification3. Storage & Retention4. Retrieval & Response

Stage 1: Selective Attention/Comprehension- Attention is the process of becoming aware of something or someone- People pay attention to salient stimuli

Stage 2: Encoding and Simplification- Encoding = interpreting environmental stimuli by using info in cognitive schemata-Each individual encodes uniquely

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Social Information Processing ModelOf Perception

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Stage 3: Storage and Retention- Encoded info stimuli is sent to long-term memory- Long-term memory: three compartments of info about events, semantic materials, and

people

Stage 4: Retrieval and Response- Information is retrieved from memory to make judgments and decisions

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Social Information Processing Model of Perception (Cont.)

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Commonly Found Perceptual Errors

The tendency to avoid all extreme judgments and rate people and objects as average or neutral.

Central Tendency

A personal characteristic that leads an individual to consistently evaluate other people or objects in an extremely positive fashion.

Leniency

A rater forms an overall impression about an object and then uses the impression to bias ratings about the object.

Halo

DescriptionPerceptual Error

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Commonly Found Perceptual Errors (Cont.)

The tendency to evaluate people or objects by comparing them with characteristics of recently observed people or objects.

Contrast Effects

The tendency to remember recent information. If the recent information is negative, the person or object is evaluated negatively.

Recency Effects

DescriptionPerceptual Error

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STEREOTYPES

Traditional Stereotypes: Sex roles, Age, Race, Disability, etc. Managerial Implications

Self-Fulfilling Prophecy

ATTRIBUTIONS: Inferring Cause and Effect

1. Kelly’s Model 3 dimensions of behavior assessed

1. Consensus2. Distinctiveness3. Consistency

Internal Attributions External Attributions

Consensus

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People

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A B C D EPeople

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Source: KA Brown, “Explaining Group Poor Performance: an Attributional Analysis,” Academy of Management Review, January 1984, p 56. Used with permission.

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Distinctiveness

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Source: KA Brown, “Explaining Group Poor Performance: an Attributional Analysis,” Academy of Management Review, January 1984, p 56. Used with permission.

Tasks

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A B C D ETasks

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Consistency

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Source: KA Brown, “Explaining Group Poor Performance: an Attributional Analysis,” Academy of Management Review, January 1984, p 56. Used with permission.

Time

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Time

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ATTRIBUTIONS: Inferring Cause and Effect

2. Weiner’s Model (Process) Individual performs a task He/she judges it successful or non Causal analysis (Internal vs.

External) Influence on self-esteem, future

performance

ATTRIBUTIONS: Inferring Cause and Effect

Fundamental Attribution Bias

Self-Serving Bias

Managerial Implications