Assess The Effect Of Selective Perception

In this chapter, Charles talks about adverse selection and how information about stuff is vital. He states that the information on its own is often under-estimated. For example, if you have the wrong information or if you’re lacking in information then you’re more prone to making a wrong decision. The author gives an example of making the wrong decision when hiring a worker. He states if a pregnant woman is hired and then she takes off for maternity leave and then leaves the company, the

2- Collins, B. (2007, May 8). Tracking Unconscious Bias in Hiring Practices: The Plight of the Rooney Rule." New

Perception serves more than one purpose to the human experience. Wikipedia defines Perception as - the organization, identification, and interpretation of sensory information in order to represent and understand the environment. This definition unfortunately describes only one of the services perception provides. I would like to offer instead the definition - Perception is a collection of data filters, some natural but most created by education and experience, which serve to shape and enforce limits on sensory and intellectual data that is considered to provide the individual a world view in which to operate within. Similar definitions yes, but the differences are critical.

Unconscious bias is prejudices influencing individual thoughts and behaviours, influencing decision-making mainly owing to the judgements about other individuals and situations, without enough information. Unconscious bias affects the recruitment and selection in organisations as individuals or human elements have a significant contribution to the success of these processes (Beattie and Johnson 2012). The objective of recruitment and selection in any organisation is to attract the most potential and capable candidates therefore to select the most suitable applicants for appropriate jobs. Unconscious bias from stereotyping stems mainly from race and gender and has been studied in great detail from manufacturing, technology to the financial, and professional service industries (Collins 2007). However less research has been explored on unconscious bias affecting the recruitment and selection process within the retail fashion industry (Guryan and Charles 2013).

9.According to your own thoughts, what is the importance of understanding and countering the unconscious bias in the selection and recruitment processes.

In this paper, you will find the answer to the phenomena of perception and attention. “Attention is the process of concentrating on specific objects of the environment or on certain thoughts or activities” (Goldstein, 2011). Selective hearing is the exclusion of other features of the environment where limited hearing is in capacity and timing. There are a few theories of attention such as the Broadbent’s filter model, which we will be discuss in this paper. “Perception is the process of recognizing, organizing, and interpreting information from senses” (Goldstein, 2011). Perception is not an exact copy and can be based on an experience

Intuitive decision making can be greatly influenced by biases and psychological traps. Jennifer Priestley and William Hakes in their paper titled “Problem Solving and Psychological Traps,” explained five such traps.

Why does the presence of others improve performance? This is the very question that sparked one of the first experiments in the field of social psychology. Norman Triplett was a psychologist who enjoyed watching bicycle races. While observing the races, Triplett noticed that cyclists who competed against other cyclists finished with faster times than cyclists who competed against the clock. Triplett used this observation to launch a laboratory study in which he had several kids wind a fishing wheel as quickly as they could both in isolation and in the presence of others. What Triplett observed

Influences to perception are religion, culture, and emotions are some of the influences that change the perspective on a person. A witness can change very on opinion or perpective because they have a physical difference such as vision or their processing of information but they can also have another variable such as how they see event. The event can be normal due to what they believe is right or wrong and even how they grow up (religion and culture play a huge role in

Perception is a strange thing to combat, how does one turn away from the thoughts others have of them? In my years of school I’ve had the honor of seeing this strength in someone who has been able to rise above the rumors that once circulated the student body about them, someone who in the course of their high school career has made mistakes. One big one to be exact, under the influence of alcohol, something they shouldn't have been drinking in the first place, but as students, teachers and parents all know too well happens in the dark hours of the weekends. What occurred, on that night spread the next day and the next day until it was found on the internet a few days later, a mistake so permanent now. Devastating is honestly the only way to

People of different cultures and beliefs have different perceptions of the world and of others. Perception is a concept that is as complicated as the human mind, it is biased, it is always subjective, and never objective (McDonald, 2012). Perception is influenced by life experiences that creates a lens in which one views the world through (McDonald, 2012).

To begin with, we can have enough time to judge the condition when we give some time to ourselves. It is pretty common for everyone struggling in a situation that needs making a decision. in this condition you need to do your best to benefit from your clever decision or at least lower its harm . Suppose you are driving your car on a highway and your speed is high enough to get punishment from police and all of sudden a police may alarm you to stop and you may know the rules in this condition, therefore, you are

The use of personality assessments in the workplace has tremendously increased in recent years for the purposes of selection, placement, and development of employees. The rationale for the use of these tests is that personality assessments are useful for explaining and predicting work attitudes, behaviors, and job performance because “personality includes a wide range of characteristics that people possess; many of them have an impact upon the ways people behave in the workplace” (Boutelle, 2015). However, an increased use of this type of assessments has raised some ethical issues such as discrimination (i.e., adverse impact), violation of privacy and social desirability bias (i.e., distorted responses) which should be considered when

Some managers were reluctant in differentiating between their employees and allow any unfamiliar person to evaluate them. Because of this true performer might miss his/her rewards and incentives.