1. Perception and Learning Chapter 3 3-1 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

2. Learning Objectives 1.Distinguish between social perception and social identity concepts. 2.Explain how attribution process works and describe various social perception bias sources. 3.Understand how social perception process operates in performance appraisals, employment interviews, and corporate image cultivation contexts. 3-2 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

3. 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. 3-3 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

4. Social Identity Theory 3-4 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

5. Attribution Process 3-5 Correspondent Inferences Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

6. Attribution Process 3-6  Causal attribution Internal External  Causal attribution theory (Kelly) Consensus Consistency Distinctiveness Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

7. Attribution Process 3-7 Casual Attribution Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

8. Perceptual Biases 3-8 Halo Effect Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

9. Perceptual Biases 3-9  Fundamental attribution error  Similar-to-me effect  Selective perception Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

10. Perceptual Biases 3-10 First Impression Error Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

11. Perceptual Biases 3-11 Self-fulfilling Prophecy Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

12. Perceptual Biases 3-12 Stereotyping Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

13. Organizational Applications  Performance appraisal  Impression management  Corporate image 3-13 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

14. Applicant Impression Management 3-14 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

15. Learning 3-15 Operant Conditioning Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

16. Learning 3-16 Reinforcement Contingencies Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

17. Reinforcement  Schedules Continuous Partial  Interval Fixed Variable  Ratio Fixed Variable 3-17 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

18. Learning 3-18 Observational Learning Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

19. Training  Definition  Varieties Classroom training Apprenticeship programs Cross-cultural training Corporate universities Executive training programs E-training 3-19 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

20. Effective Training Keys  Participation  Repetition  Transfer of training  Feedback 3-20 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

21. Organizational Behavior Management  Discipline  Progressive discipline 3-21 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

22. Disciplinary Measures Continuum 3-22 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

23. Effective Discipline  Deliver punishment immediately after undesirable response  Give moderate levels of punishment  Punish undesirable behavior, not person  Use punishment consistently across occasions 3-23 Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall

24. Effective Discipline  Punish everyone equally for same infraction  Clearly communicate reasons for punishment  Do not follow punishment with noncontingent rewards Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall 3-24

25. This work is protected by United States copyright laws and is provided solely for the use of instructors in teaching their courses and assessing student learning. Dissemination or sale of any part of this work (including on the World Wide Web) will destroy the integrity of the work and is not permitted. The work and materials from it should never be made available to students except by instructors using the accompanying text in their classes. All recipients of this work are expected to abide by these restrictions and to honor the intended pedagogical purposes and the needs of other instructors who rely on these materials. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2011 Pearson Education, Inc. Publishing as Prentice Hall 3-25