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Perception, Attribution, and Learning Internal processes dealing with individual information retrieval, storage, recall, and use Processes Perception Attribution Learning Perception Perceptual Processes Stereotyping Halo Projection Primacy and recency Selective perception Denial Perceptual defense Expectancy Self-fulfilling prophecy Stereotyping and Halo Stereotyping The application of a standardized impression of a (readily discernable) group of people to influence our perception of the traits or behavior of a particular individual. Basically, generalizing about many from one or a few Halo Allowing one characteristic of an individual to form our perception of all of that individuals’ characteristics. Projection, Primacy and Selective Perception Projection Primacy and recency Blaming our problems on others or attributing our feelings to other people. First impressions count; the most recent thing you see or hear is what you remember. Selective perception The filtering process, including both selective attention and selective retention. Denial, Perceptual Defense and Expectancy Denial Perceptual defense Refusing to acknowledge or act on threatening information. Clinging to the perceptions we have Expectancy Seeing what we expect to see. Pygmalion, or The SelfFulfilling Prophecy The Pygmalion Effect refers to the phenomenon where an individual - for example, an employee - performs at a level consistent with another person’s for example, a manager’s - expectations Original classroom research How? Attribute subordinate success to their own efforts Warmer, more supportive climate Set higher expectations Attribution Internal vs. external attribution Internal: success through own abilities and efforts External: success through luck or others’ help Self Others Success Failure What is Learning? “The process by which an activity originates or is changed through reacting to an encountered situation, provided that the characteristics of the change cannot be explained on the basis of native response tendencies, maturation or temporary states, such as fatigue” POSITIVE OR NEGATIVE Types of Learning Short term vs. long-term What is learned: Declarative knowledge Procedural knowledge Cognitive strategies Motor skills Attitudes Training Transfer Similarity between training and work settings and tasks Adequate opportunity to practice during training Provide a variety of stimulus situations or settings during training to allow trainees to learn to generalize Teach general principles Evaluating Learning Questions to ask Did training work? Why or why not? Approaches to evaluation Reaction Learning Behavior Results Impression Management Self-enhancing techniques Presenting self in favorable light Other-enhancing techniques Designed to win others’ approval Flattery (honest or not…)
