ORGANIZATIONAL BEHAVIOR S T E P H E N P. R O B B I N S E L E V E N T H E D I T I O N W W W. P R E N H A L L. C O M / R O B B I N S © 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook Perception and Individual Decision Making

© 2005 Prentice Hall Inc. All rights reserved.5–1 What Is Perception, and Why Is It Important? People’s behavior is based on their perception of what reality is, not on reality itself.People’s behavior is based on their perception of what reality is, not on reality itself. The world as it is perceived is the world that is behaviorally important.The world as it is perceived is the world that is behaviorally important. People’s behavior is based on their perception of what reality is, not on reality itself.People’s behavior is based on their perception of what reality is, not on reality itself. The world as it is perceived is the world that is behaviorally important.The world as it is perceived is the world that is behaviorally important. Perception A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.

© 2005 Prentice Hall Inc. All rights reserved.5–2 Factors That Influence Perception E X H I B I T 5–1

© 2005 Prentice Hall Inc. All rights reserved.5–3 Person Perception: Making Judgments About Others Distinctiveness: shows different behaviors in different situations. Consensus: response is the same as others to same situation. Consistency: responds in the same way over time. Distinctiveness: shows different behaviors in different situations. Consensus: response is the same as others to same situation. Consistency: responds in the same way over time. Attribution Theory When individuals observe behavior, they attempt to determine whether it is internally or externally caused.

© 2005 Prentice Hall Inc. All rights reserved.5–4 Attribution Theory E X H I B I T 5–2

© 2005 Prentice Hall Inc. All rights reserved.5–5 Errors and Biases in Attributions Fundamental Attribution Error The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others.

© 2005 Prentice Hall Inc. All rights reserved.5–6 Errors and Biases in Attributions (cont’d) Self-Serving Bias The tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors.

© 2005 Prentice Hall Inc. All rights reserved.5–7 Frequently Used Shortcuts in Judging Others Selective Perception People selectively interpret what they see on the basis of their interests, background, experience, and attitudes.

© 2005 Prentice Hall Inc. All rights reserved.5–8 Frequently Used Shortcuts in Judging Others Halo Effect Drawing a general impression about an individual on the basis of a single characteristic Contrast Effects Evaluation of a person’s characteristics that are affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics.

© 2005 Prentice Hall Inc. All rights reserved.5–9 Frequently Used Shortcuts in Judging Others Projection Attributing one’s own characteristics to other people. Stereotyping Judging someone on the basis of one’s perception of the group to which that person belongs.

© 2005 Prentice Hall Inc. All rights reserved.5–10 Specific Applications in Organizations  Employment Interview –Perceptual biases of raters affect the accuracy of interviewers’ judgments of applicants.  Performance Expectations –Self-fulfilling prophecy (pygmalion effect): The lower or higher performance of employees reflects preconceived leader expectations about employee capabilities.  Ethnic Profiling –A form of stereotyping in which a group of individuals is singled out—typically on the basis of race or ethnicity—for intensive inquiry, scrutinizing, or investigation.

© 2005 Prentice Hall Inc. All rights reserved.5–11 Specific Applications in Organizations (cont’d)  Performance Evaluations –Appraisals are often the subjective (judgmental) perceptions of appraisers of another employee’s job performance.  Employee Effort –Assessment of individual effort is a subjective judgment subject to perceptual distortion and bias.

© 2005 Prentice Hall Inc. All rights reserved.5–12 The Link Between Perceptions and Individual Decision Making Perception of the decision maker Outcomes Problem A perceived discrepancy between the current state of affairs and a desired state. Decisions Choices made from among alternatives developed from data perceived as relevant.

© 2005 Prentice Hall Inc. All rights reserved.5–13 Assumptions of the Rational Decision-Making Model Model Assumptions Problem clarity Known options Clear preferences Constant preferences No time or cost constraints Maximum payoff Model Assumptions Problem clarity Known options Clear preferences Constant preferences No time or cost constraints Maximum payoff Rational Decision- Making Model Describes how individuals should behave in order to maximize some outcome.

© 2005 Prentice Hall Inc. All rights reserved.5–14 Steps in the Rational Decision-Making Model 1.Define the problem. 2.Identify the decision criteria. 3.Allocate weights to the criteria. 4.Develop the alternatives. 5.Evaluate the alternatives. 6.Select the best alternative. E X H I B I T 5–3

© 2005 Prentice Hall Inc. All rights reserved.5–15 The Three Components of Creativity Creativity The ability to produce novel and useful ideas. Three-Component Model of Creativity Proposition that individual creativity requires expertise, creative-thinking skills, and intrinsic task motivation. E X H I B I T 5–4 Source: T.M. Amabile, “Motivating Creativity in Organizations,” California Management Review, Fall 1997, p. 43.

© 2005 Prentice Hall Inc. All rights reserved.5–16 How Are Decisions Actually Made in Organizations Bounded Rationality Individuals make decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity.

© 2005 Prentice Hall Inc. All rights reserved.5–17 How Are Decisions Actually Made in Organizations (cont’d)  How/Why problems are identified –Visibility over importance of problem Attention-catching, high profile problems Desire to “solve problems” –Self-interest (if problem concerns decision maker)  Alternative Development –Satisficing: seeking the first alternative that solves problem. –Engaging in incremental rather than unique problem solving through successive limited comparison of alternatives to the current alternative in effect.

© 2005 Prentice Hall Inc. All rights reserved.5–18 Common Biases and Errors  Overconfidence Bias –Believing too much in our own decision competencies.  Anchoring Bias –Fixating on early, first received information.  Confirmation Bias –Using only the facts that support our decision.  Availability Bias –Using information that is most readily at hand.  Representative Bias –Assessing the likelihood of an occurrence by trying to match it with a preexisting category.

© 2005 Prentice Hall Inc. All rights reserved.5–19 Common Biases and Errors  Escalation of Commitment –Increasing commitment to a previous decision in spite of negative information.  Randomness Error –Trying to create meaning out of random events by falling prey to a false sense of control or superstitions.  Hindsight Bias –Falsely believing to have accurately predicted the outcome of an event, after that outcome is actually known.

© 2005 Prentice Hall Inc. All rights reserved.5–20 Intuition  Intuitive Decision Making –An unconscious process created out of distilled experience.  Conditions Favoring Intuitive Decision Making –A high level of uncertainty exists –There is little precedent to draw on –Variables are less scientifically predictable –“Facts” are limited –Facts don’t clearly point the way –Analytical data are of little use –Several plausible alternative solutions exist –Time is limited and pressing for the right decision

© 2005 Prentice Hall Inc. All rights reserved.5–21 Individual Differences in Decision Making  Personality  Aspects of conscientiousness and escalation of commitment.  Self Esteem High self serving bias  Gender  Women tend to analyze decisions more than men.

© 2005 Prentice Hall Inc. All rights reserved.5–22 Organizational Constraints on Decision Makers  Performance Evaluation –Evaluation criteria influence the choice of actions.  Reward Systems –Decision makers make action choices that are favored by the organization.  Formal Regulations –Organizational rules and policies limit the alternative choices of decision makers.  System-imposed Time Constraints –Organizations require decisions by specific deadlines.  Historical Precedents –Past decisions influence current decisions.

© 2005 Prentice Hall Inc. All rights reserved.5–23 Cultural Differences in Decision Making  Problems selected  Time orientation  Importance of logic and rationality  Belief in the ability of people to solve problems  Preference for collect decision making

© 2005 Prentice Hall Inc. All rights reserved.5–24 Ethics in Decision Making  Ethical Decision Criteria –Utilitarianism Seeking the greatest good for the greatest number. –Rights Respecting and protecting basic rights of individuals such as whistleblowers. –Justice Imposing and enforcing rules fairly and impartially.

© 2005 Prentice Hall Inc. All rights reserved.5–25 Ethics in Decision Making  Ethics and National Culture –There are no global ethical standards. –The ethical principles of global organizations that reflect and respect local cultural norms are necessary for high standards and consistent practices.

© 2005 Prentice Hall Inc. All rights reserved.5–26 Ways to Improve Decision Making 1.Analyze the situation and adjust your decision making style to fit the situation. 2.Be aware of biases and try to limit their impact. 3.Combine rational analysis with intuition to increase decision-making effectiveness. 4.Don’t assume that your specific decision style is appropriate to every situation. 5.Enhance personal creativity by looking for novel solutions or seeing problems in new ways, and using analogies.

© 2005 Prentice Hall Inc. All rights reserved.5–27 Toward Reducing Bias and Errors  Focus on goals. –Clear goals make decision making easier and help to eliminate options inconsistent with your interests.  Look for information that disconfirms beliefs. –Overtly considering ways we could be wrong challenges our tendencies to think we’re smarter than we actually are.  Don’t try to create meaning out of random events. –Don’t attempt to create meaning out of coincidence.  Increase your options. –The number and diversity of alternatives generated increases the chance of finding an outstanding one. E X H I B I T 5–6 Source: S.P. Robbins, Decide & Conquer: Making Winning Decisions and Taking Control of Your Life (Upper Saddle River, NJ: Financial Times/Prentice Hall, 2004), pp. 164–68.

© 2005 Prentice Hall Inc. All rights reserved.5–28 Decision-making style score sheet E X H I B I T 5–6 Source: S.P. Robbins, Decide & Conquer: Making Winning Decisions and Taking Control of Your Life (Upper Saddle River, NJ: Financial Times/Prentice Hall, 2004), pp. 164–68. SensationPointIntuitionpointThinkingPointFeelingpoint 2b12a21b11a0 4a14b13b23a1 5a15b17b17a1 6b16a08a08b1 9b29a210b210a1 12a112b011a211b1 15a115b113b113a1 16b216a014b014a Higher score on Intuition =you see the world in holistic terms. You tends to be creative Sensation=you are realistic and se the world in terms of facts Feeling = you make decision based on gut feeling Thinking=highly logical and analytical approach of decision making