Perception and Learning: Understanding and Adapting to the Work Environment Chapter 3
Learning Objectives Distinguish between social perception and social identity concepts. Explain how attribution process works and describe various social perception bias sources. Understand how social perception process operates in performance appraisals, employment interviews, and corporate image cultivation contexts.
Learning Objectives 4. Define learning and describe the two types most applicable to OB: operant conditioning and observational learning. 5. Describe how learning principles are involved in organizational training and innovative reward systems and how knowledge can be effectively managed. 6. Compare how organizations use reward in organizational behavior management programs and how punishment can be used most effectively when administering discipline.
Attribution Process Causal Attribution Internal External Causal Attribution Theory (Kelly) Consensus Consistency Distinctiveness
Perceptual Biases Fundamental Attribution Error Similar-to-Me Effect Selective Perception
Organizational Applications Performance Appraisal Impression Management Corporate Image
Applicant Impression Management Insert Table 3.2 Here
Reinforcement Contingencies Learning Reinforcement Contingencies Insert Table 3.4 Here
Reinforcement Schedules Interval Ratio Continuous Partial Fixed Variable Ratio
Training Definition Varieties Classroom Training Apprenticeship Programs Cross-Cultural Training Corporate Universities Executive Training Programs E-Training
Effective Training Keys Participation Repetition Transfer of Training Feedback
Organizational Behavior Management Discipline Progressive Discipline
Effective Discipline Deliver Punishment Immediately After Undesirable Response. Give Moderate Levels of Punishment. Punish Undesirable Behavior, Not Person. Use Punishment Consistently Across Occasions. Punish Everyone Equally for Same Infraction. Clearly Communicate Reasons for Punishment. Do Not Follow Punishment with Noncontingent Rewards.