1. MGMT 371: Chapter 4 Perceptions, Stereotypes & Attributions 1. Perception = 2. Info Processing Model 1. Selective Attention/Comprehension 2. Encoding & Simplification 3. Storage & Retention 4. Retrieval & Response

2. 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 McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. Social Information Processing Model Of Perception McGraw-Hill/Irwin

3. 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 McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. Social Information Processing Model of Perception (Cont.) McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.

4. 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 McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin

5. 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 McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin

6. STEREOTYPES Traditional Stereotypes: Sex roles, Age, Race, Disability, etc. Managerial Implications Self-Fulfilling Prophecy

7. ATTRIBUTIONS: Inferring Cause and Effect 1. Kelly’s Model 3 dimensions of behavior assessed 1. Consensus 2. Distinctiveness 3. Consistency Internal Attributions External Attributions

8. Consensus McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. People Individual Performance ABCDE People Individual Performance ABCDE Low High Source: KA Brown, “Explaining Group Poor Performance: an Attributional Analysis,” Academy of Management Review, January 1984, p 56. Used with permission. McGraw-Hill/Irwin

9. Distinctiveness McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. Source: KA Brown, “Explaining Group Poor Performance: an Attributional Analysis,” Academy of Management Review, January 1984, p 56. Used with permission. Tasks Individual Performance ABCDE Tasks Individual Performance ABCDE Low High McGraw-Hill/Irwin

10. Consistency McGraw-Hill © 2005 The McGraw-Hill Companies, Inc. All rights reserved. Source: KA Brown, “Explaining Group Poor Performance: an Attributional Analysis,” Academy of Management Review, January 1984, p 56. Used with permission. Time Individual Performance Time Individual Performance LowHigh McGraw-Hill/Irwin

11. 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

12. ATTRIBUTIONS: Inferring Cause and Effect  Fundamental Attribution Bias  Self-Serving Bias  Managerial Implications