Using examples to illustrate the perceptual errors that indi

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“Using examples to illustrate the perceptual errors that individuals may make in organisations, describe the potential consequences of these errors, and define what steps you would advise to reduce their impact.” Perception is the selection and organisation of environmental stimuli to provide meaningful experiences for the perceiver (Hellriegel, D. et al. 1995). Individuals mostly perceive things differently, depending on what they selectively perceive and how they organise and interpret the things perceived. The process of how we receive stimuli from the environment happens through our five senses: taste, smell, hearing, sight and touch. The perceptual process however may result in errors (perceptual errors); especially in our working environment we have to cope with perceptual errors. Three of perceptual errors we have to deal with in our daily life, are stereotyping, perceptual defence, and the halo effect. One of a common perceptual error in organisations is stereotyping between men and women, also called gender stereotyping. Stereotyping is defined as the tendency to assign attributes to someone solely on the basis of a category in which that person has been placed (Hellriegel, D. et al., 1995). The reason for thi Continue...


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In order to reduce gender stereotyping in the workplace as well as in society, everybody has to take a step forward. In order to overcome these problems everybody should develop a certain level of self-awareness and an understanding of how our personal biases and preferences affect our perceptions and judgements of other people. the interviewer may respond to the fact that there do exist common interests and friends but should not go too much into details. The consequences organisations may suffer from that are loss of potential work forces (basically wasted talents), as well as law suits by affected victims who might have been discriminated, which on the other hand can be damaging for a company"tms reputation. To avoid wrong decisions, interviewer should test applicants in their qualifications and not just being hocused by a Harvard degree. Another error managers may make in their perception is in job interviews, e. Thus, common interests should not belong in an interview i. Because of that and due to little acceptance from male managers, women face difficulties in climbing up the career ladder and getting the recognition they may deserve. If our judgement on the other hand, is not favourable, we give the other person a negative halo (Huczynski, A. The reason for this may be that the interviewer and applicant were talking too much about common interests instead of qualifications and the position itself. For example, a person performing poorly at work may be unable to see what is obvious to everyone else and may in fact misinterpret or not hear the warnings about job performance made by the manager. Another error we tend to have in our perceptual behaviour is the inability to perceive ideas, objects or situations which are threatening to us (the perceiver) - this perceptual error is also called perceptual defence (Field, R. Which means the interview should mainly consist of questions about qualifications, experiences and job related issues.

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