1. Compiled By :
Navita Khanna

2. A process by which individuals
organize and interpret their sensory
impressions in order to give
meaning to their environment.
People’s behavior is based on their
perception of what reality is, not on
the reality itself.

3. When you change
the way you look at things,
the things you look at
change !!!

4.  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.
 Perception shows different behaviors in different
situations.
 Since perception varies from individual to
individual, it gives more than one perspective to
the subject-in-hand.

7. The Vertical lines are both the same
length.
The center circles are both the same size.

8. Factors in the Perceiver
 Attitudes
 Motives
 Interests
 Experience
Factors in the Situation  Expectations
 Time
 Work Setting PERCEPTION
 Social Setting
Factors in the Target
 Novelty
 Motion
 Sounds
 Size
 Background
 Proximity
 Similarity

9. Selecting Stimuli
External factors : Nature,
Receiving Stimuli Location, Size,
(External & Internal) Movement, Repetition, Similarity
Internal factors : Learning,
Needs, Age, Interest,
Organizing
Interpreting Figure Background ,
Attribution ,Stereotyping, Perceptual Grouping
Halo Effect, Projection ( similarity, proximity,
continuity)
Response
Covert: Attitudes ,
Motivation,
Feeling
Overt: Behavior

10.  The processes by which the bits and pieces of
visual information that are available in the retinal
image are structured into the larger units of
perceived objects and their interrelations.
 Principles of Perceptual Organization
 Figure and Ground
 Principle of Similarity
 Principle of Proximity
 Principle of continuity

11.  Figure-ground relationship is an important way in
which perception is organized.
 A Figure is the pattern that is most clearly
perceived at a given time, while the rest of the
perceptual field becomes the background or
ground.
 A figure stands against a background.
 We perceive the figure and not the ground because
of some characteristics of the figure, which clearly
differentiate the figure from the background.

13.  The principle of similarity states that things which
share visual characteristics such as shape, size,
color, texture, value or orientation will be seen as
belonging together.
In the example above, the larger circles appear to
belong together because of the similarity in size.

14.  The principle of proximity or contiguity states that
things which are closer together will be seen as
belonging together.
Looking at the above picture, since the first two
columns and the last two columns have less
space between them than the center two
columns, we perceive two groups of two columns.

15.  The principle of continuity predicts the preference
for continuous figures.
Looking at the above picture, we perceive it as
two crossed lines instead of 4 lines meeting at
the center.

16.  It was proposed by Kelly in 1972.
 It suggests that when we observe an individual’s
behavior, we try to find whether it was caused
internally or externally.
 Internally caused behaviors are under the personal
control of an individual whereas externally caused
behavior is due to some outside causes or
situation.
 The three factors in this regard are -
◦ Distinctiveness
◦ Consensus
◦ Consistency

17.  Distinctiveness is whether an individual displays
different behaviors in different situations. The
behaviors are observed. If the behavior is unusual,
it is due to an external factor. If it is usual, it is
internal.
 Consensus occurs, if, everyone responds in the
same direction to a particular situation.
 Consistency is the regularity in a person’s actions.
Highly consistent behavior is due to internal
causes.

18.  Research has shown that people have a tendency to
underestimate(undervalue) the effect of external
factors and overestimate (overvalue) the effect of
internal or personal factors.
 People give credit to internal factors like ability or
effort for their success and blame external factors
like luck for their failure.

19. Consistency
Distinctiveness Does this person
Consensus
Does this person behave
Do other person
behave in in this same
Behave in the
this manner manner at other
Same manner?
in other situation times ?
No Yes
YES Low
Low High
Consensus Consistency
Distinctiveness
NO No
Yes Low
High High
Distinctiveness Consistency
Consensus

20.  Individuals use short cuts to judge others.
 Understanding these short cuts help to recognize
when they can cause significant misrepresentation.
Selective perception
 Any characteristic that makes a person, object or
an event separate from others has a better chance
of being perceived.
 Selectivity is judging others quickly but there is a
risk of misjudgment.

21. Halo Effect
 Halo effect is judging a person on the basis of
single characteristic.
Contrast Effects
 Individuals do not evaluate a person in separation.
Their reactions to one person are affected by other
persons they have recently met. This is known as
contrast effect.
 For example, in an interview a candidate’s
evaluation may depend on his or her place in the
interview schedule.

22. Projection
 It is the tendency of individuals to attribute one’s
own characteristics to other people.
 It misrepresents their perceptions about others.
Stereotyping
 It is the tendency to judge somebody on the basis
of the group to which he or she belongs.
 This type of judgment is sometimes inaccurate.
 In organizations stereotypes are based on gender,
age, race, ethnicity, etc.

23. 1. Employment Interview
 Evidences show that interviewers make perceptual
judgments while interviewing candidates. These
judgments are mostly inaccurate.
 Different interviewers see different things in the
same candidate.
 Interviewers get an impression about the candidate
in the first four or five minutes and rarely change
their view after that.

24. 2. Performance Expectations
 Individuals try to support their perceptions of
reality, even when they are not appropriate. A good
example of this is self-fulfilling prophecy.
 It is the tendency for someone’s expectations
about another to cause that person to behave in a
manner consistent with those expectations.
 Self fulfilling prophecy is of two types
◦ Pygmalion Effect: It is positive example of self-fulfilling prophecy.
In this people who have high expectations from others improve
their performance.
◦ Golem Effect: It is negative example of self-fulfilling prophecy. In
this people who have low expectations from others lower their
performance.

25. 3. Performance Evaluation
 An employee’s performance appraisal depends on
the perceptual process.
 Appraisals can be both - objective and subjective.
 The perception of an evaluator about the
characteristics or behavior of the employees, affect
the result of the appraisal
4. Employee Effort
 An individual’s future in the organization does not
only depend on his performance.
 The evaluation of an individual’s effort is a
subjective judgment which can be biased.

26. 5. Intuitive Decision Making
 Some researchers feel that the decision maker takes
decision on the basis of his/her perception,
extrasensory power or sixth sense, while some believe
that decision making is a part of the personality and
people are born with it.
 When there is a high level of uncertainty.
 When there is little guidance or pattern available.
 When variables cannot be predicted scientifically.
 When facts are limited and misleading.
 When there are many good alternatives to choose from.
 When there is shortage of time and the decision has to taken
quickly.

27. What we take to be true is what we believe.
What we believe is based upon our perceptions.
What we perceive depends upon what we look
for.
What we look for depends upon what we think.
What we think depends upon what we perceive.
What we perceive determines what we believe.
What we believe determines what we take to be
true.
What we take to be true is our reality."

28. Thank You !!!