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Lecture 3

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10 views

Lecture 3

Uploaded by

Hammas Aziz01
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Perception Process and Factors Influencing Perception

Perception is the process through which individuals interpret and organize sensory information
to give meaning to their environment. It acts as a filter between the external world and our
internal interpretations. Perception is subjective, meaning different people may perceive the same
stimuli differently due to various internal and external factors.

The Perception Process

The process of perception involves three key stages:

1. Sensation (Input Stage): This is the initial stage, where raw stimuli from the
environment are detected through our senses (sight, hearing, touch, taste, smell). The
brain begins to collect information that will be processed later.

2. Attention and Organization (Processing Stage): At this stage, the brain selects relevant
stimuli for further processing. We can't focus on everything around us, so our brains
prioritize certain stimuli based on factors like intensity, contrast, and repetition. Once
selected, these stimuli are organized into meaningful patterns. This may involve grouping
similar items or recognizing familiar shapes and patterns (e.g., recognizing someone’s
face in a crowd).

3. Interpretation (Output Stage): This is the most subjective phase of the perception
process, where individuals assign meaning to the stimuli. Interpretation is influenced by
personal experiences, expectations, beliefs, and social factors. This stage determines how
we will respond to the stimuli, whether through actions, thoughts, or emotional reactions.

Factors Influencing Perception

Several factors shape the way we perceive the world around us. These include both individual
and environmental factors:

1. Perceiver Characteristics:

o Motivation and Needs: Our current needs and motivations influence what we
perceive. For example, someone hungry might be more likely to notice a
restaurant.
o Past Experiences: Previous interactions with similar stimuli can affect how we
interpret new information. If we've had a bad experience with a certain type of
person or situation, we may approach similar situations with bias.

o Expectations: We tend to perceive what we expect to perceive. Our beliefs about


a situation can filter and shape our perceptions.

o Personality: Individual traits, such as optimism or pessimism, can color


perceptions. Optimistic people may perceive ambiguous situations more
positively than pessimistic individuals.

2. Target Characteristics:

o Size and Intensity: Larger or more intense stimuli (e.g., loud noises, bright
lights) are more likely to be noticed.

o Motion: Moving objects are more attention-grabbing than static ones.

o Familiarity: Familiar stimuli are easier to recognize and interpret.

o Novelty and Contrast: New or unusual stimuli stand out against familiar or
expected backgrounds.

3. Contextual Factors:

o Time: The time at which a perception occurs can affect its interpretation. For
instance, the same event may be perceived differently in the morning versus late
at night.

o Work Setting: Organizational context, including a person’s role and the culture
of the workplace, can influence perception.

o Social Setting: Perceptions can be shaped by who is around us or the social group
we belong to.
Attribution Theory

Attribution theory explores how individuals explain the causes of behavior and events. It was
developed to understand how people interpret their own behavior and the behavior of others,
particularly when trying to assess why someone acted in a certain way.

Internal vs. External Attributions

Attribution theory posits that we assign the cause of behavior to one of two sources:

1. Internal Attribution (Dispositional): When we believe a person's behavior is due to


internal factors, such as personality traits, abilities, or effort. For instance, if an employee
misses a deadline, we might attribute it to their laziness or lack of motivation.

2. External Attribution (Situational): When we believe behavior is caused by external


factors beyond the person's control, such as environmental influences, luck, or the actions
of others. In the same missed deadline example, we might attribute the delay to a lack of
resources or poor management.

The Attribution Process

Attribution involves three key factors, as proposed by Harold Kelley in his Covariation Model of
Attribution:

1. Consensus: Does everyone behave in the same way in similar situations? If yes, behavior
is more likely to be attributed to external causes. If no, internal causes are considered.

2. Distinctiveness: Does the person behave differently in different situations? If behavior is


distinct to a particular situation, it’s more likely to be attributed to external factors. If the
behavior occurs in various settings, internal causes are more likely.

3. Consistency: Does the person behave the same way in similar situations over time? High
consistency often leads to internal attributions, while low consistency can suggest
external causes.

Attribution Errors

 Fundamental Attribution Error: This is the tendency to overestimate the influence of


personal traits and underestimate situational factors when judging others' behavior. For
example, if a colleague is late to a meeting, we might assume they're lazy or disorganized
rather than considering that traffic may have caused the delay.

 Self-Serving Bias: This is the tendency to attribute our own successes to internal factors
(e.g., “I got a promotion because I’m talented”) and our failures to external factors (e.g.,
“I didn’t get the promotion because my boss doesn’t like me”).

Common Perceptual Errors

Perceptual errors are biases or distortions that affect how we perceive others or situations. These
errors can lead to misjudgments in personal or professional interactions.

1. Halo Effect: This occurs when we form an overall impression of someone based on one
positive characteristic, which then colors our perception of all other aspects of that
person. For example, if someone is physically attractive, we might also assume they are
intelligent and kind, even without evidence.

2. Horn Effect: The opposite of the halo effect, the horn effect occurs when one negative
trait influences our overall perception of a person. If someone appears unkempt, we may
wrongly conclude that they are lazy or incompetent.

3. Selective Perception: This happens when we focus only on certain aspects of an event or
person while ignoring others, usually aligning with our own expectations or beliefs. For
instance, we might notice only the mistakes made by someone we dislike while
overlooking their successes.

4. Stereotyping: Stereotyping is assigning characteristics to someone based solely on their


membership in a particular group, such as their gender, ethnicity, or job role. This leads to
oversimplified judgments that don’t consider individual differences.

5. Projection: This involves attributing our own characteristics or feelings to others. For
instance, if we are particularly honest, we might assume others are just as truthful, even
when evidence suggests otherwise.

6. Contrast Effect: Our perceptions of someone are often influenced by comparisons with
others. For instance, in a job interview setting, a candidate may appear more qualified if
the previous candidate was unimpressive, even if their skills are only average.

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