impression management PPT
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The document discusses impression management, which is defined as the process of portraying oneself to others in a desired manner. Some techniques of impression management include conformity, favors, excuses, apologies, self-promotion, enhancement, and flattery. Examples are provided to illustrate how each technique can be used to influence others' impressions.
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Impression management
The document discusses impression management and various biases that can occur in perception. It defines impression management as an attempt to control how others perceive you. People are more likely to engage in impression management tactics when interacting with those who have power over them. The document also discusses primacy effects, where first impressions strongly influence later perceptions, and salience effects, where noticeable traits cause people to stand out and be stereotyped. It outlines several biases that can occur in perception, such as the halo effect and self-fulfilling prophecies.
Impression Management
Impression management is the process of controlling how others perceive you through factors like dress, body language, and behavior. The goal is to portray yourself in a way that creates a desired impression. Techniques for impression management include conformity, excuses, apologies, self-promotion, flattery, favors, and association. Effective impression management involves setting goals to change how you present yourself, dressing appropriately, maintaining open body language, and learning skills like handshakes. Impression management plays an important role in social and professional interactions.
Impression Management
Impression management is how people present themselves to others through dress, body language, and behavior in order to make a favorable impression. The document discusses various impression management techniques including self-promotion, flattery, favors, excuses, apologies, and opinion conformity. It provides tips for effective impression management such as dressing appropriately, learning to shake hands well, keeping an open body language, and faking confidence until feeling it. The document emphasizes that first impressions are important and discusses techniques for introductions and small talk to make a good first impression.
Impression management technique
This document discusses impression management techniques that can be used both in face-to-face and virtual interactions. It identifies 8 common techniques: conformity, favors, excuses, flattery, enhancement, apologies, self-promotion, and exemplification. Each technique is defined and an example is provided of how it could be used in a virtual setting. The document also notes that impression management is an important process for managing others' perceptions and is becoming increasingly relevant in virtual communication, especially for performance evaluations and hiring.
Impression management..Deep Nagpal
Impression Management.
Your Professional Image is You Non Verbal Promise On What You Will Deliver.
Its all about you..
Impression management
This document discusses impression management, which is defined as a conscious or unconscious attempt to influence how others perceive a person through controlling the information presented. It discusses tactics like self-enhancement to boost appeal and other-enhancement like flattery. Types include constructive impression management to form identity and strategic impression management to achieve goals. Techniques mentioned include conformity, excuses, apologies, self-promotion, flattery, favors, and association. Research findings show ingratiation tactics universally agreed on include interest, smiling, eye contact and flattery. Impression management is important in organizations, institutions, and for marginalized groups to shape perceptions.
Impression management
Impression management is the process of consciously or unconsciously regulating information in social interactions to influence others' perceptions. It involves verbal and nonverbal behaviors to construct a desired identity or achieve interpersonal goals. Effective impression management uses ingratiation tactics like flattery, agreeing with others, maintaining eye contact and a positive demeanor. First impressions are strongly influenced by appearance, body language and voice tone within the first few seconds of meeting someone. Similarly, at work only 10% of others' impressions come from actual job performance, while 90% depend on self-presentation, perceived effort and social behaviors. Maintaining confidence, curating a personal brand, preparing elevator pitches and highlighting transferable skills are some techniques for positive impression management. Cons
Impression management.. Deep Nagpal.
Impression Management::
Assess your Strengths & Weaknesses
And Focus on you.
Always Remember :Your Professional Image is the
Non -Verbal Promise on what you Will Deliver.
Its all about you..
Recommended
Impression management
The document discusses impression management and various biases that can occur in perception. It defines impression management as an attempt to control how others perceive you. People are more likely to engage in impression management tactics when interacting with those who have power over them. The document also discusses primacy effects, where first impressions strongly influence later perceptions, and salience effects, where noticeable traits cause people to stand out and be stereotyped. It outlines several biases that can occur in perception, such as the halo effect and self-fulfilling prophecies.
Impression Management
Impression management is the process of controlling how others perceive you through factors like dress, body language, and behavior. The goal is to portray yourself in a way that creates a desired impression. Techniques for impression management include conformity, excuses, apologies, self-promotion, flattery, favors, and association. Effective impression management involves setting goals to change how you present yourself, dressing appropriately, maintaining open body language, and learning skills like handshakes. Impression management plays an important role in social and professional interactions.
Impression Management
Impression management is how people present themselves to others through dress, body language, and behavior in order to make a favorable impression. The document discusses various impression management techniques including self-promotion, flattery, favors, excuses, apologies, and opinion conformity. It provides tips for effective impression management such as dressing appropriately, learning to shake hands well, keeping an open body language, and faking confidence until feeling it. The document emphasizes that first impressions are important and discusses techniques for introductions and small talk to make a good first impression.
Impression management technique
This document discusses impression management techniques that can be used both in face-to-face and virtual interactions. It identifies 8 common techniques: conformity, favors, excuses, flattery, enhancement, apologies, self-promotion, and exemplification. Each technique is defined and an example is provided of how it could be used in a virtual setting. The document also notes that impression management is an important process for managing others' perceptions and is becoming increasingly relevant in virtual communication, especially for performance evaluations and hiring.
Impression management..Deep Nagpal
Impression Management.
Your Professional Image is You Non Verbal Promise On What You Will Deliver.
Its all about you..
Impression management
This document discusses impression management, which is defined as a conscious or unconscious attempt to influence how others perceive a person through controlling the information presented. It discusses tactics like self-enhancement to boost appeal and other-enhancement like flattery. Types include constructive impression management to form identity and strategic impression management to achieve goals. Techniques mentioned include conformity, excuses, apologies, self-promotion, flattery, favors, and association. Research findings show ingratiation tactics universally agreed on include interest, smiling, eye contact and flattery. Impression management is important in organizations, institutions, and for marginalized groups to shape perceptions.
Impression management
Impression management is the process of consciously or unconsciously regulating information in social interactions to influence others' perceptions. It involves verbal and nonverbal behaviors to construct a desired identity or achieve interpersonal goals. Effective impression management uses ingratiation tactics like flattery, agreeing with others, maintaining eye contact and a positive demeanor. First impressions are strongly influenced by appearance, body language and voice tone within the first few seconds of meeting someone. Similarly, at work only 10% of others' impressions come from actual job performance, while 90% depend on self-presentation, perceived effort and social behaviors. Maintaining confidence, curating a personal brand, preparing elevator pitches and highlighting transferable skills are some techniques for positive impression management. Cons
Impression management.. Deep Nagpal.
Impression Management::
Assess your Strengths & Weaknesses
And Focus on you.
Always Remember :Your Professional Image is the
Non -Verbal Promise on what you Will Deliver.
Its all about you..
Organizational Behavior : Learning
This document discusses various theories of learning, including classical conditioning, operant conditioning, cognitive processes, and social learning. It provides examples of Ivan Pavlov's classical conditioning experiments with dogs. It also explains B.F. Skinner's operant conditioning theory and the use of reinforcement and punishment. The document then discusses Edward Tolman's cognitive theory involving relationships between cues and expectations. Finally, it covers social learning theory and the processes of attention, retention, motor reproduction, and reinforcement through observation.
Ob factor affecting perception ppt
This document discusses factors that influence perception. It outlines several factors in the perceiver like attitudes, motives, interests, and expectations. It also discusses factors in the situation like time, work setting, and social setting. Additionally, it examines factors in the target like novelty, motion, sounds, size, proximity, similarity, and background. Finally, it describes common shortcuts in judging others such as selective perception, halo effect, contrast effect, stereotyping, and projection.
Impression management Techniques and Tactics
This document discusses the concept of impression management according to sociologist Erving Goffman. It covers key points of Goffman's view of social life as performance and the front stage and back stage regions of self. It also defines impression management as the process of portraying yourself to others to create a desired impression, and discusses common impression management techniques like self-promotion, flattery, excuses, and favors. The document notes both the importance and disadvantages of impression management.
Organization Behavior - Perception
The document discusses perception and the perception process. It defines perception as how individuals organize and interpret sensory impressions to make meaning of their environment. It then presents a model of the perception process, which includes receiving stimuli, selecting stimuli based on various external and internal factors, organizing the selected information, interpreting the organized information by assigning meaning, checking the interpretation, and reacting. Some of the key external factors that influence selection include intensity, size, contrast, repetition, motion, and novelty. Internal factors include learning, psychological needs, interests, and expectations. The document provides examples for many of these concepts.
Attitude - Organizational Behaviour
This document discusses attitudes and their importance in organizations. It defines attitudes as mental states that influence responses to people, objects, and situations. Attitudes have three components - affective, cognitive, and behavioral. They serve four functions: adjustment, knowledge, ego-defense, and value expression. In organizations, important job-related attitudes include job involvement, organizational commitment, and job satisfaction. Changing attitudes can be difficult due to barriers like prior commitment and lack of information, but providing new information, using fear appeals, and influencing peers can help overcome these barriers. Measuring the relationship between attitudes and behaviors requires considering moderating variables. The document also discusses self-fulfilling prophecies, cognitive dissonance theory, and emotional intelligence
Chapter 1 Organizational Behaviour
This document summarizes key concepts from an introduction to organizational behavior course. It defines organizational behavior as the study of human behavior in organizational settings and how it interfaces with the organization. It discusses different models of OB and the major contributing disciplines. It also summarizes several seminal studies including the Hawthorne experiments which highlighted the importance of social and psychological factors in organizations.
PERCEPTION
The following presentation is on the topic- PERCEPTION
It includes :-
# Meaning and definition
# Characteristics
# Major types
# Factors that affect perception
# Perception process
# Perception and reality
# Importance
# Why perception Vary
# Errors to perception
# How to overcome the barriers
7 motivation
The document discusses various theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory, examining what drives human motivation including needs, goals, rewards, and relationships. It also presents McClelland's need for achievement, power and affiliation theory and explores motivation concepts like intrinsic and extrinsic factors. A case study example is given of a company that tried to improve working conditions and relationships but saw no increase in productivity, pointing to a need to better understand intrinsic motivation factors.
Learning ( organisational behaviour)
Learning involves a relatively permanent change in behavior or knowledge as a result of experience. There are several theories that explain how learning occurs, including classical conditioning, operant conditioning, cognitive learning, and social learning. For learning to be effective, trainees must be motivated, the information must be meaningful, learning must be reinforced through feedback, and material should be well-organized. Managers can shape employee behavior using reinforcement strategies like positive reinforcement to increase desirable behaviors and punishment or extinction to reduce undesirable behaviors.
Q3L01 - Attitude: definition and components
An attitude is defined as an overall evaluation of an object based on cognitive, affective, and behavioral information. Attitudes have three components - cognition (beliefs), affect (feelings), and behavior. While related, the components do not always have the same evaluative implications. Attitudes function to provide knowledge about the world, serve instrumental goals, defend ego and self-image, and express personal values and group membership.
Presentation on impression management
The document discusses impression management, which refers to how people consciously or subconsciously attempt to influence others' perceptions of themselves or events. It outlines the objectives of learning key concepts of impression management and how social events can be understood through this lens. Factors that influence impressions include self-disclosure, appearance management, self-verification, and aligning actions. The motives are instrumental to gain rewards or expressive to construct a self-identity. Strategies discussed are ingratiation, intimidation, and self-promotion. Tips provided include setting goals, dressing appropriately, handshake skills, and open body language. In conclusion, impression management is important in various fields like organizations, schools, and hospitals.
Big 5 personality model
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
Perception in OB
Meaning of Perception: Perception is the process by which individuals select, organize and interpret
information from environment through five senses.
It is a process by which individuals organize and interpret their sensory
impressions in order to give meaning to their environment.
Process of Perception
Inputs: Input refers to Stimuli available in the environment. It
includes, information, objects, events and people etc.
Throughputs: it is the stages of transformation. Perceptual inputs
are proceeds to obtain output. Throughputs includes:
Selection: selecting information on the basis of interests, experience,
background etc.
Organization: grouping stimuli into meaningful & identifiable patterns.
Interpretation: assigning meaning to the selected & organized
information.
Outputs: At this stage result of perceptual process can be seen. Transformed inputs.
Results in attitude, opinions, feelings, values & behavior.
Perceptual Error in Organizations:
Stereotyping : Judging people on the basis of group to which they
belong is called stereotyping.
Impression / first impressions : Making an opinion about a person on the
basis of first meeting itself.
Projection
Attributing (looking) one's own characteristics (qualities) to someone
else.
looking one's own qualities in other people. E.g., if a person is honest,
he will consider other people as honest.
Attribution
How people explain the cause of other’s or their own behaviour.
Selective perception
People perceive as per their need, motives or interests.
Inference
Judging others on the basis of incomplete information.
Perceptual set
Interpreting others behaviour according to our own mental set.
Halo effect
one trait forms a general impression. Evaluating a person on the basis
of single trait/ characteristics/ quality.
Factors influencing perception
Internal Factor: These are factors related to the characteristics of
perceiver.
Needs & motives: People with different needs generally experience different
stimuli. A hungry man catches attestation of food related objects.
Self concept: How the people see him self. Generally people select only
those aspects which they find match with their characteristics.
Past experience: A person also perceives on the basis of his past
experiences.
Beliefs: A person also perceives on the basis of what he believes irrespective
of what really is,
Expectations: Expectation refers to the anticipation of particular behavior
from a person which also affects the perceptions.
Current psychological states: The current state of mind also affects the
selection of stimulus.
External Factors: These are the environmental factors and are the
characteristics of the perceived (Stimuli).
Size: Big size catches attestation
Intensity: Loud sound and bright color catches attestation more.
Contrast: Stimuli which stand against the background catches attention
more.
Repetition: it catches attention more.
McClelland's Theory of Needs
McClelland's theory of needs proposes that there are three primary human motivations: the need for achievement, the need for power, and the need for affiliation. The theory suggests that managers should identify which needs each individual possesses in order to structure their approach to motivation. By assigning tasks and providing feedback tailored to employees' dominant needs, managers can maximize motivation and performance.
McClelland's theory of Motivation
Need for Achievement Motivation Theory by David McClelland. It includes Need for Power, Achievement and Affiliation.Also includes How can the future HR Managers can apply the Need Achievement Theory? Even 2 case studies are included.
Attribution Theory ppt
This document discusses attribution theory and its specific applications in organizations. Attribution theory seeks to explain how people make causal attributions about behaviors and events. There are three main types of attributions: internal vs. external, stable vs. unstable, and controllable vs. uncontrollable. Common attribution errors include the fundamental attribution error and self-serving bias. Shortcuts like stereotyping and halo effects are also used to form impressions. Attribution theory applies to areas like employment interviews, performance evaluations, and ethnic profiling in organizations.
Attitude ppt(mba hons.)
Attitudes are evaluative statements that indicate one's feelings toward people, objects, events, or situations either favorably or unfavorably. An attitude can be positive or negative. Positive attitudes are characterized by optimism while negative attitudes express disdain. Attitudes are formed through experiences, classical conditioning, observation of others, and more. They influence behavior and consist of affective, cognitive, and behavioral components. To change attitudes, one can provide new information, influence of peers, resolve inconsistencies, and use communication strategies. A study assessed student attitudes and found them to be generally low positive or low negative. Suggestions to improve attitudes include visualizing goals, setting expectations, dealing with problems effectively, and maintaining an optimistic outlook
Goal-Setting Theory of Motivation
Goal-Setting Theory of Motivation involves the development of an action plan designed to motivate and guide a person or group toward a goal.
Attitude- Organisational Behaviour
This document discusses organizational behavior and attitudes and values. It defines attitudes as evaluative statements indicating one's feelings towards people, objects, events, or situations. Attitudes can be positive or negative. The components of attitudes are affective (feelings), cognitive (beliefs), and behavioral (intentions). Attitudes are formed through experiences, learning, family/peers, and mass communication. Job satisfaction and dissatisfaction are work-related attitudes that can impact employee performance and turnover. Methods for changing attitudes include providing information, resolving discrepancies, and social influence. Values are ideals that guide behavior and are more stable than attitudes. The document contrasts values and facts.
Attitude Organization behaviour
This document discusses the concept of attitude. It defines attitude as an evaluating statement that can be favorable or unfavorable about objects, people, or events. Attitude reflects how people feel and is learned through social interaction and experience. The document also discusses the cognitive, affective, and behavioral components of attitudes. It explains how attitudes are different from but related to values and beliefs. Additionally, it covers functions of attitudes and theories of attitudes including balance theory, congruity theory, and cognitive dissonance theory. The document concludes by briefly defining job satisfaction and its relationship to attitudes.
impression management
Impression management is the process of consciously or unconsciously controlling how we present ourselves to others. It involves regulating information in social interactions to influence others' perceptions. First impressions are formed within seconds of meeting someone based mostly on their appearance, body language, and voice. At work, only 10% of the impression others form of our capabilities is based on our actual job performance, while 90% depends on how we present ourselves and are perceived to be doing our work. There are constructive and strategic types of impression management - constructive helps form self-identity, while strategic helps achieve interpersonal goals like ingratiation through behaviors like agreement, flattery, and showing interest in others.
Impression Management Perception of self image & behaviour
The document discusses the concept of impression management, which refers to controlling information to influence how others perceive you. It gives examples of impression management tactics used by public figures like Vijay Mallya and Narayan Murthy. Impression management involves selecting certain traits to portray and omitting others depending on the social context and audience in order to make a good first impression and achieve personal or professional goals.
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Organizational Behavior : Learning
This document discusses various theories of learning, including classical conditioning, operant conditioning, cognitive processes, and social learning. It provides examples of Ivan Pavlov's classical conditioning experiments with dogs. It also explains B.F. Skinner's operant conditioning theory and the use of reinforcement and punishment. The document then discusses Edward Tolman's cognitive theory involving relationships between cues and expectations. Finally, it covers social learning theory and the processes of attention, retention, motor reproduction, and reinforcement through observation.
Ob factor affecting perception ppt
This document discusses factors that influence perception. It outlines several factors in the perceiver like attitudes, motives, interests, and expectations. It also discusses factors in the situation like time, work setting, and social setting. Additionally, it examines factors in the target like novelty, motion, sounds, size, proximity, similarity, and background. Finally, it describes common shortcuts in judging others such as selective perception, halo effect, contrast effect, stereotyping, and projection.
Impression management Techniques and Tactics
This document discusses the concept of impression management according to sociologist Erving Goffman. It covers key points of Goffman's view of social life as performance and the front stage and back stage regions of self. It also defines impression management as the process of portraying yourself to others to create a desired impression, and discusses common impression management techniques like self-promotion, flattery, excuses, and favors. The document notes both the importance and disadvantages of impression management.
Organization Behavior - Perception
The document discusses perception and the perception process. It defines perception as how individuals organize and interpret sensory impressions to make meaning of their environment. It then presents a model of the perception process, which includes receiving stimuli, selecting stimuli based on various external and internal factors, organizing the selected information, interpreting the organized information by assigning meaning, checking the interpretation, and reacting. Some of the key external factors that influence selection include intensity, size, contrast, repetition, motion, and novelty. Internal factors include learning, psychological needs, interests, and expectations. The document provides examples for many of these concepts.
Attitude - Organizational Behaviour
This document discusses attitudes and their importance in organizations. It defines attitudes as mental states that influence responses to people, objects, and situations. Attitudes have three components - affective, cognitive, and behavioral. They serve four functions: adjustment, knowledge, ego-defense, and value expression. In organizations, important job-related attitudes include job involvement, organizational commitment, and job satisfaction. Changing attitudes can be difficult due to barriers like prior commitment and lack of information, but providing new information, using fear appeals, and influencing peers can help overcome these barriers. Measuring the relationship between attitudes and behaviors requires considering moderating variables. The document also discusses self-fulfilling prophecies, cognitive dissonance theory, and emotional intelligence
Chapter 1 Organizational Behaviour
This document summarizes key concepts from an introduction to organizational behavior course. It defines organizational behavior as the study of human behavior in organizational settings and how it interfaces with the organization. It discusses different models of OB and the major contributing disciplines. It also summarizes several seminal studies including the Hawthorne experiments which highlighted the importance of social and psychological factors in organizations.
PERCEPTION
The following presentation is on the topic- PERCEPTION
It includes :-
# Meaning and definition
# Characteristics
# Major types
# Factors that affect perception
# Perception process
# Perception and reality
# Importance
# Why perception Vary
# Errors to perception
# How to overcome the barriers
7 motivation
The document discusses various theories of motivation from Maslow's hierarchy of needs to Herzberg's two-factor theory, examining what drives human motivation including needs, goals, rewards, and relationships. It also presents McClelland's need for achievement, power and affiliation theory and explores motivation concepts like intrinsic and extrinsic factors. A case study example is given of a company that tried to improve working conditions and relationships but saw no increase in productivity, pointing to a need to better understand intrinsic motivation factors.
Learning ( organisational behaviour)
Learning involves a relatively permanent change in behavior or knowledge as a result of experience. There are several theories that explain how learning occurs, including classical conditioning, operant conditioning, cognitive learning, and social learning. For learning to be effective, trainees must be motivated, the information must be meaningful, learning must be reinforced through feedback, and material should be well-organized. Managers can shape employee behavior using reinforcement strategies like positive reinforcement to increase desirable behaviors and punishment or extinction to reduce undesirable behaviors.
Q3L01 - Attitude: definition and components
An attitude is defined as an overall evaluation of an object based on cognitive, affective, and behavioral information. Attitudes have three components - cognition (beliefs), affect (feelings), and behavior. While related, the components do not always have the same evaluative implications. Attitudes function to provide knowledge about the world, serve instrumental goals, defend ego and self-image, and express personal values and group membership.
Presentation on impression management
The document discusses impression management, which refers to how people consciously or subconsciously attempt to influence others' perceptions of themselves or events. It outlines the objectives of learning key concepts of impression management and how social events can be understood through this lens. Factors that influence impressions include self-disclosure, appearance management, self-verification, and aligning actions. The motives are instrumental to gain rewards or expressive to construct a self-identity. Strategies discussed are ingratiation, intimidation, and self-promotion. Tips provided include setting goals, dressing appropriately, handshake skills, and open body language. In conclusion, impression management is important in various fields like organizations, schools, and hospitals.
Big 5 personality model
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
Perception in OB
Meaning of Perception: Perception is the process by which individuals select, organize and interpret
information from environment through five senses.
It is a process by which individuals organize and interpret their sensory
impressions in order to give meaning to their environment.
Process of Perception
Inputs: Input refers to Stimuli available in the environment. It
includes, information, objects, events and people etc.
Throughputs: it is the stages of transformation. Perceptual inputs
are proceeds to obtain output. Throughputs includes:
Selection: selecting information on the basis of interests, experience,
background etc.
Organization: grouping stimuli into meaningful & identifiable patterns.
Interpretation: assigning meaning to the selected & organized
information.
Outputs: At this stage result of perceptual process can be seen. Transformed inputs.
Results in attitude, opinions, feelings, values & behavior.
Perceptual Error in Organizations:
Stereotyping : Judging people on the basis of group to which they
belong is called stereotyping.
Impression / first impressions : Making an opinion about a person on the
basis of first meeting itself.
Projection
Attributing (looking) one's own characteristics (qualities) to someone
else.
looking one's own qualities in other people. E.g., if a person is honest,
he will consider other people as honest.
Attribution
How people explain the cause of other’s or their own behaviour.
Selective perception
People perceive as per their need, motives or interests.
Inference
Judging others on the basis of incomplete information.
Perceptual set
Interpreting others behaviour according to our own mental set.
Halo effect
one trait forms a general impression. Evaluating a person on the basis
of single trait/ characteristics/ quality.
Factors influencing perception
Internal Factor: These are factors related to the characteristics of
perceiver.
Needs & motives: People with different needs generally experience different
stimuli. A hungry man catches attestation of food related objects.
Self concept: How the people see him self. Generally people select only
those aspects which they find match with their characteristics.
Past experience: A person also perceives on the basis of his past
experiences.
Beliefs: A person also perceives on the basis of what he believes irrespective
of what really is,
Expectations: Expectation refers to the anticipation of particular behavior
from a person which also affects the perceptions.
Current psychological states: The current state of mind also affects the
selection of stimulus.
External Factors: These are the environmental factors and are the
characteristics of the perceived (Stimuli).
Size: Big size catches attestation
Intensity: Loud sound and bright color catches attestation more.
Contrast: Stimuli which stand against the background catches attention
more.
Repetition: it catches attention more.
McClelland's Theory of Needs
McClelland's theory of needs proposes that there are three primary human motivations: the need for achievement, the need for power, and the need for affiliation. The theory suggests that managers should identify which needs each individual possesses in order to structure their approach to motivation. By assigning tasks and providing feedback tailored to employees' dominant needs, managers can maximize motivation and performance.
McClelland's theory of Motivation
Need for Achievement Motivation Theory by David McClelland. It includes Need for Power, Achievement and Affiliation.Also includes How can the future HR Managers can apply the Need Achievement Theory? Even 2 case studies are included.
Attribution Theory ppt
This document discusses attribution theory and its specific applications in organizations. Attribution theory seeks to explain how people make causal attributions about behaviors and events. There are three main types of attributions: internal vs. external, stable vs. unstable, and controllable vs. uncontrollable. Common attribution errors include the fundamental attribution error and self-serving bias. Shortcuts like stereotyping and halo effects are also used to form impressions. Attribution theory applies to areas like employment interviews, performance evaluations, and ethnic profiling in organizations.
Attitude ppt(mba hons.)
Attitudes are evaluative statements that indicate one's feelings toward people, objects, events, or situations either favorably or unfavorably. An attitude can be positive or negative. Positive attitudes are characterized by optimism while negative attitudes express disdain. Attitudes are formed through experiences, classical conditioning, observation of others, and more. They influence behavior and consist of affective, cognitive, and behavioral components. To change attitudes, one can provide new information, influence of peers, resolve inconsistencies, and use communication strategies. A study assessed student attitudes and found them to be generally low positive or low negative. Suggestions to improve attitudes include visualizing goals, setting expectations, dealing with problems effectively, and maintaining an optimistic outlook
Goal-Setting Theory of Motivation
Goal-Setting Theory of Motivation involves the development of an action plan designed to motivate and guide a person or group toward a goal.
Attitude- Organisational Behaviour
This document discusses organizational behavior and attitudes and values. It defines attitudes as evaluative statements indicating one's feelings towards people, objects, events, or situations. Attitudes can be positive or negative. The components of attitudes are affective (feelings), cognitive (beliefs), and behavioral (intentions). Attitudes are formed through experiences, learning, family/peers, and mass communication. Job satisfaction and dissatisfaction are work-related attitudes that can impact employee performance and turnover. Methods for changing attitudes include providing information, resolving discrepancies, and social influence. Values are ideals that guide behavior and are more stable than attitudes. The document contrasts values and facts.
Attitude Organization behaviour
This document discusses the concept of attitude. It defines attitude as an evaluating statement that can be favorable or unfavorable about objects, people, or events. Attitude reflects how people feel and is learned through social interaction and experience. The document also discusses the cognitive, affective, and behavioral components of attitudes. It explains how attitudes are different from but related to values and beliefs. Additionally, it covers functions of attitudes and theories of attitudes including balance theory, congruity theory, and cognitive dissonance theory. The document concludes by briefly defining job satisfaction and its relationship to attitudes.
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impression management
Impression management is the process of consciously or unconsciously controlling how we present ourselves to others. It involves regulating information in social interactions to influence others' perceptions. First impressions are formed within seconds of meeting someone based mostly on their appearance, body language, and voice. At work, only 10% of the impression others form of our capabilities is based on our actual job performance, while 90% depends on how we present ourselves and are perceived to be doing our work. There are constructive and strategic types of impression management - constructive helps form self-identity, while strategic helps achieve interpersonal goals like ingratiation through behaviors like agreement, flattery, and showing interest in others.
Impression Management Perception of self image & behaviour
The document discusses the concept of impression management, which refers to controlling information to influence how others perceive you. It gives examples of impression management tactics used by public figures like Vijay Mallya and Narayan Murthy. Impression management involves selecting certain traits to portray and omitting others depending on the social context and audience in order to make a good first impression and achieve personal or professional goals.
Megha Tomar
Reputation management involves shaping public perception of an individual or organization. Online reputation management specifically refers to managing online information. Key strategies include automating reputation monitoring, using multiple tools, encouraging positive reviews, and responding to negatives. Personal branding is establishing a prescribed image through a personal brand. The benefits of personal branding include increased trust, opportunities for publishing and speaking, and networking beyond one's company. Impression management is influencing how others perceive you through controlling information in interactions. Effective ways include appearing superior, providing justification, and credit-taking while maintaining a sense of security.
OB - Social Perception
The chapter discusses social perception and how people observe and interpret others in order to understand them and respond appropriately, going through the 4 stages of information processing and discussing factors like implicit cognition, stereotypes, perceptual errors, self-fulfilling prophecies, attribution theory, and the importance of managing first impressions through dress and appearance. It ties these concepts back to how individuals' values and attitudes shape their social perceptions as well as how perception relates to topics previously discussed like self-monitoring and personal growth.
Social perception & attribution
Social perception involves forming impressions of others based on available information. We use verbal and nonverbal cues like facial expressions and body language to understand others' feelings and make inferences about them. Attribution is identifying the causes of behaviors in context. Common theories studied in social perception are attribution theory, which examines how people explain events, and implicit personality theory, which involves categorizing traits as central or peripheral to form impressions. Social biases like stereotyping, the halo effect, and ingroup bias can influence social perception.
Social perception
Social perception is a complex process by which individuals understand and interpret objects, people, and events based on selective attention, prior knowledge and experiences. It involves encoding external stimuli, storing and retrieving memories, and forming evaluations that influence behavior and help navigate social interactions. Perception is shaped by internal schemata and determines how people perceive events, others, and themselves, with implications for work life including hiring decisions and managerial activities.
Social Perception
Social perception involves forming impressions of other individuals based on three key clues: the person themselves, the surrounding situation, and observed behavior. When perceiving others, people are subject to biases like the halo effect and in-group bias. Attribution processes are used to explain the causes of others' behavior, but the fundamental attribution error means observers underestimate situational influences and overestimate personal factors. Social perception is an important part of social skills and interaction.
Social Perception
Presentation made in one of my academic class, Based on a book from Baron, Robert A., Nyla Branscombe. Social Psychology, 13th Edition. Pearson Learning Solutions, 09/2011.
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This document discusses self-concept and its components. It defines self-concept as a person's mental image of oneself and notes it has four dimensions: self-knowledge, self-expectation, social self, and social evaluation. The key components of self-concept are identified as identity, body image, role performance, and self-esteem. Factors that influence self-concept are also outlined such as age, appearance, gender, culture, education, relationships, life experiences, and stressful life events. Nursing diagnoses related to challenges in self-concept are identified.
Social perception
This document discusses several key concepts in social perception:
1. Nonverbal communication plays an important role in social perception. Facial expressions, eye contact, body language, posture, and touching can all reveal emotional and mental states. Basic emotions are often expressed through specific facial movements.
2. Attribution refers to how people seek to understand the behaviors of others by inferring underlying traits or motives. Correspondent inference theory holds that behaviors perceived as freely chosen and distinctive are more likely to be attributed to internal traits. Kelley's theory examines how attribution is influenced by consensus, consistency, and distinctiveness.
3. Impression formation is the process by which people combine diverse information to form unified impressions of others. Initial
MBA 1s sem Organisational Behaviour Notes
The document discusses organizational behavior and leadership skills. It aims to equip students with knowledge and skills to understand how individual, group, and organizational factors influence workplace behavior. The course covers topics like individual behavior foundations, group behavior foundations, leadership and organizational change. It discusses how organizational behavior draws from disciplines like psychology, sociology, and economics to study human behavior in organizational settings. The importance of applying such knowledge to improve organizational performance and effectiveness is also highlighted.
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This chapter discusses perception and related concepts. It defines perception as how individuals select, organize and interpret stimuli to understand their environment. It distinguishes perception from sensation. The subprocesses of perception include registration, interpretation, and response. Factors that influence perception include attention, learning, motivation, personality and the perceiver, target, and situation. Perceptual organization involves processes like figure-ground perception, grouping, closure and constancy. Social perception examines how individuals perceive others through attribution, stereotyping and halo effects. Impression management refers to strategies individuals use to control how others perceive them. Perception ultimately influences individual decision-making.
impression techniques of complete denture
The document discusses impression techniques for complete dentures. It defines key terms like impression, complete denture impression, and preliminary impression. It explains the objectives of impression making including retention, stability, support, esthetics, and preservation of remaining structures. It also covers different classification systems for impressions based on theories, materials used, technique, purpose, and tray type. Specific impression techniques like open mouth, closed mouth, and selective pressure are described.
Perception
Perception is the process of receiving and interpreting sensory information. It involves selecting stimuli, organizing that information, and attributing meaning based on existing knowledge and biases. Perception is influenced by factors within the perceiver like attitudes, motives, and expectations, factors within the target like novelty and size, and situational factors like time and social context. People use perceptual shortcuts like selective perception, halo effects, stereotyping, and projection to make judgments about others.
OB NOTES FOR MBA
1. Organizational behaviour is concerned with understanding, predicting, and controlling human behaviour in organizations. It focuses on individuals, groups, and the organization and their interactions.
2. There have been four historical models of organizational behaviour: autocratic, custodial, supportive, and collegial. Each model has different managerial orientations, employee orientations, and impacts on employee psychology and performance.
3. Organizational behaviour draws from various contributing disciplines including psychology, sociology, anthropology, and political science. Key topics studied include motivation, leadership, communication, decision-making, and organizational culture.
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Impression Management Perception of self image & behaviour
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Impression management
Impression management is a conscious or subconscious process in which people attempt to influence the perceptions of other people about a person, object or event by regulating and controlling information in social interaction
Social Perception (Impression Formation & Impression Management)
This document discusses social perception and impression formation and management. It defines impression formation as the process by which we form initial beliefs and evaluations of others based on available information. Impression management refers to the ways people try to convey favorable impressions of themselves through tactics like self-enhancement of abilities or appearance and other-enhancement using flattery, agreement, and expressions of liking. Research shows that impression management techniques can be effective in generating positive outcomes like job promotions through increased supervisor liking and perceptions of similarity.
In politics, business, and education, individuals need to be held .docx
In politics, business, and education, individuals need to be held accountable for their actions. Unfortunately, too many people do not know what it means to be accountable. This chapter discusses the concepts of accountability and workplace relationships. The concepts of empowerment, responsibility, and accountability are all about personal choices. These personal choices not only impact how successfully you will perform at work but have a tremendous impact on workplace relationships.
In chapter 5 we discussed power bases and how workplace power affects politics and ethical behavior. Employees in the workplace have power. Unfortunately, many people in the workplace do not use their power appropriately or at all. As companies place an increased focus on quality and performance, correct decision making by employees becomes more and more important.
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Influence of perception on organizational behaviour
Perception influences organizational behavior in several ways. Selective perception can harm decision making by limiting viable alternatives. Perception is shaped by individual attributes like attitudes and experiences as well as situational factors. Common perceptual biases in the workplace include fundamental attribution error, self-serving bias, selective perception, projection, stereotyping, and the halo effect, which can negatively impact areas like performance reviews, promotions, and hiring. Managing perception is important for fair treatment of employees and effective decision making.
InstructionsRespond to Amy Fowler post with 200 words and at le.docx
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
My original Post. Use for a reference only if needed.
How you would manage such a person and encourage them to approach you instead of other members of management.
Triangulation in the workplace more often than not triggers unintended consequences. Direct communication is therefore recommended to prevent such consequences. To encourage employees to approach me instead of other members of management, I would put several measures in place. Firstly, my department would have an open-door policy where they can walk in and talk about matters at hand fearlessly. Secondly, during orientation, I would encourage employees to address issues and complaints directly as opposed to discussing it with other people first. Thirdly, I would also give feedback to the intended persons instead of having feedback make rounds. Importantly, I would also create structured opportunities for real dialogues within the organization. I would also strive to find out why employees were making triangulations instead of approaching me directly. Lastly, I would organize a communication workshop that would refresh employee skills of workplace communication as well as sensitize them on the consequences of triangulation (Gee & Gee, 2011).
Describe similar conflicts you have witnessed in your own work experience and share information as to how the problem was resolved.
I have participated in triangulation in the past. The work environment did not take complaints and suggestions positively, therefore the only way to let management know was through triangulation such that the information cannot be traced to a specific employee. Another instance is when a colleague at a company I worked for could not address the manager directly since she claimed he had harassed her sexually. In the first scenario, the triangulation problem should have been resolved by the management investigating why information reached them through triangulation. Since employees were not ready to be fired or bullied for pointing out issues, the management should have stepped in by establishing better communication structures. In the second scenario, the sexual harassment matter should have been dealt with first by the human resource department. Once that matter is put to rest, then the manager and employee should find an amicable way to communicate and especially the systems put in place in the workplace.
Reference
Gee, V., & Gee, S. (2011). Business improv: Experiential learning exercises to train employees to handle every situation with success. New York : McGraw-Hill Professional.
Instructions:
Respond to Amy Fowler post with 200 words and at least one reference.
Amy Fowler Post
Triangulation can be tricky if you are the person being spoken about or if you are the third party that the complainer is speaking to. I feel both positions have an obligation to stop the behavior. “There are three general responses to tackle t ...
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This document provides guidance on performance improvement strategies and coaching employees. It outlines key steps to diagnose performance problems, including understanding the work system, goals, competency, tools, time, training, and more. An example is given of using recommendation and commendation techniques to coach an employee, focusing on behavior change, getting their perspective, agreeing on actions, and ending positively. The goal is empowering employees to change themselves and feel committed to improved performance.
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An inward mindset, where employees focus on themselves rather than organizational goals, undermines company performance and leads to issues like weak teamwork and conflict. Traditional training often fails because it cannot overcome this self-focused mindset. However, organizations can dramatically improve results by helping employees shift to an outward mindset focused on serving the company's objectives. This approach, developed by Arbinger, transforms cultures by teaching a new way for people to relate to each other that minimizes self-focused behaviors and patterns that drain productivity.
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Impression management technique. Do we need those in real life? Yes, its very important to create impression on Everyone. We alpha squad tried to relate it with the real life. Hope you like it. Don't Copy Paste any of its item, Use a proper citation. This report has been made on the book Organization Behavior By Robbins, Judge & Vohra. 15th ed.
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impression management PPT
- 1. Presented by: Aroosa shazadi Presented impression management In Advance Organization Behavior Presented to: Mr. Sajid
- 2. Impression management The process of portraying yourself to others in a manner that creates a desired impression
- 3. Cont… • Individual attempts to control or guide others impression by changing or fixing his or her setting, appearance and manners. • Impression management is the process in which one person influence others.
- 5. Opinion conformity: agreeing to someone else’s opinion to gain his or her approval. Example: a manager tell his boss you are absolutely right on your reorganization plan for the regional office.
- 6. Excuses: explanation of a predicament (dificult or embracing situation) creating event aimed at minimize the apparent severity to the predicament. Example: sales manager to boss “we failed to get the ad in paper on time, but no one responds on those ads anyway.
- 7. Apologies: admitting responsibility for an undesirable event and simultaneously seeking to get a pardon for the section. Example: employee to boss “I am sorry I made a mistake on the report please forgive me”
- 8. Self-promotion: highlighting once best qualities downplaying one’s deficits and calling attention to one’s achievements. Example: a salesperson tells his boss; Ali worked unsuccessfully for three years to try to get that account I sewed it up in six weeks. I am the best. Think you’re special? You just might be
- 9. Flattery: complementing others about their behaviors or achievements in an efforts to make one self appear perceptive and likeable. Example: new sales trainee to peers “you handled that client complain so tactfully, I could not have handled that as well as you did.
- 10. Association: enhancing or protecting one’s image by managing information about people and things with which one is associated. Example: a job applicant says to an interviewer, what a coincident, your boss and I were roommates in college.
Editor's Notes
- Perceptive = having or showing sensitive insight