Perception involves selective attention, organization and interpretation of environmental stimuli. An individual's social identity is defined by comparing themselves to others and assigning themselves and others to social groups. Stereotyping involves assigning traits to social groups and individuals based on limited information. Attribution errors occur when internal or external factors are incorrectly attributed to an individual's behavior. Diversity management programs aim to increase awareness of perceptual biases and improve accuracy.

1. PERCEPTION

2. Emotions and
Behaviors
Organization and
Interpretation
Selective Attention
PERCEPTUAL MODEL
Feeling Hearing Seeing Smelling Tasting
Environmental Stimuli

3. SELECTIVE ATTENTION
• Characteristics of the object
– size, intensity, motion, repetition, novelty
• Perceptual context
• Characteristics of the perceiver
– attitudes
– perceptual defense
– expectations -- condition us to expect events

4. An Individual’s
Social Identity
PT Good Year
Employee
TEORI IDENTITAS SOSIAL
Live in the
Bogor
IPB
Graduate
Employees at
other firms
People living
in other city
Graduates from
other schools

5. TEORI IDENTITAS SOSIAL
• PROSES PERBANDINGAN
– define ourselves by differences with others
• PROSES HOMOGENISASI
– similar traits within a group; different traits across
groups
• PROSES PEMBEDAAN
– develop less favorable images of people in groups other
than our own

6. Professors are
absent-minded
Our instructor
is a professor
Our instructor
absent-minded
PROSES STEREOTYPING
Assign category’s traits
to the person
Assign person to category
based on observable info
Develop categories
and assign traits

7. STEREOTYPE ACCURACY
• Some accuracy, some distortion, some error
– rarely accurate for everyone in the group
– we screen out inconsistent information
• Stereotypes are less accurate when:
– little interaction with people in that group
– in conflict with members of that group
– stereotypes enhance our own social identity

8. ATTRIBUTION
• External Attribution
– Perception that outcomes are due to situation
or fate rather than the person
• Internal Attribution
– Perception that outcomes are due to
motivation/ability rather than situation or fate

9. RULES OF ATTRIBUTION
External Attribution
Frequently
Consistent
with past
Seldom
Internal Attribution
Frequently
Distinctive
from other
situations
Seldom
Seldom
Consensus
(Other people
are similar)
Frequently

10. ATTRIBUTION ERRORS
• Fundamental Attribution Error
– attributing own actions to external factors
and other’s actions to internal factors
• Self-Serving Bias
– attributing our successes to internal factors
and our failures to external factors

11. SELF-FULFILLING PROPHECY
Supervisor
forms
expectations
Expectations
affect supervisor’s
behavior
Supervisor’s
behavior affects
employee
Employee’s
behavior matches
expectations

12. OTHER PERCEPTUAL
ERRORS
• Primacy
– first impressions
• Recency
– most recent information dominates perceptions
• Halo Effect
– one trait forms a general impression
• Projection
– believing other people are similar to you

13. DIVERSITY MANAGEMENT
PROGRAMS
• Communicates the value of diversity
• Increases awareness of perceptual biases
• Communicates info about cultural differences
• Doesn’t try to correct deep-rooted prejudice
• “Next level” moves to deeper understanding
and sensitivity

14. Improving
Perceptual
Accuracy
Diversity
Management
Empathize
With Others
Postpone
Impression
Formation
Know
Yourself
Compare
Perceptions
With Others
IMPROVING PERCEPTUAL
ACCURACY