Case Study: Joe Salatino, President of Great Northern American

Notably, the fundamental attribution error is a personal bias that is problematic in society. To emphasize, the fundamental attribution error is when individuals have the tendency to attribute people’s behavior to components of their character or personality, even when situational influences are producing the behavior (Textbook, page 171). An example of the fundamental attribution error operating in daily life is when a driver avoids hitting a pedestrian and causes an accident. In this

Basic Underlying Assumptions are the beliefs that employees have about the everyday operation of a company. Chrysler’s employees began to believe that sales, market shares, and the awards were the most important aspect of their company; simply because that was what management kept pushing on them, probably in sales meetings (Kreitner & Kinicki, 2013). Their employees were so driven to get the quota to become sales person of the month and get a plaque with their name on it, and hung on the wall so everyone could see; that they got blind sided of what was really important (Kreitner & Kinicki, 2013). By striving to get this behavior down right, it is hard to begin to change back into what it was supposed to be or something new altogether because it has become a part of these employees belief of how things are to operate (Kinicki, 2013, slide 14).

Perceptions is what we as individuals understand from the information we are given, what we think we see and know vs what another sees towards the same object or person. But something we must always keep in mind is the stigmas we have aren’t always true.

In the ways of the world it is easier to make assessments about people or objects based on a quick observation. For instance, almost everyone has heard the clique saying “Don’t judge a book by its cover.” This is a perfect scenario where looking at just what is holding the book together a decision is made on whether the book will be picked to read. In the same ways individuals tend to judge each other. Unfortunately, when quick judgments are snapped about a person or object the observer is missing out a bigger picture. This is defined as the fundamental attribution error. For example, a person kicking a vending machine over and over may not have an anger management problem. Although, the observer may make this assumption as they walk by not

The authors explain that “fundamental attribution error” is when people focus too much on individual traits rather than the “situational factors in affecting behavior.” What seems to be the case is that “fundamental attribution error” is main problem with Ross and Nisbett’s piece. They tried to focus too much on the logical side of things while entirely disregarding the human factor in their

(11) Individuals use the perception process to select, organize, interpret, and retrieve information from the world around them.

The attribution maybe based on implicit theories of leadership (Rush, Thomas, & Lord, 1977). Implicit theories of leadership are what we expect leaders to

Perception is the process of individuals interpreting their impressions to give meaning to their environment. The concept of perceptual errors is how a person’s behavior is based on their perception of what reality is, not on reality itself. Perception is the process by which an individual selects, organizes, and interprets information inputs to create a meaningful picture of the world. The attribution process guides our behaviour, regardless of the truth of the attribution.

There is so much time wasted trying to blame outside sources when the problem is internally. Xerox is not the only company that has faced such issue, companies like: Kmart, Polaroid, and Tyco faced the same issue. In addition, when employees of an organization are confronted of preforming poorly, they make up excuses for why they should not be responsible for the organization’s problems. If these actions are “left uncorrected in an organization, victim attitudes can erode productivity, competitiveness, morale, and trust to the point that correction becomes so difficult and expensive that the organization can never fully heal” (Connors, 6). This part of the book really emphasizes that success will always come from organization’s people that remain accountable. Many organizations suffer from the concept of victimization. These people believe that their successes and goals are prevented by others. Being accountable is much harder than accepting responsibility for one’s actions. Another main point discussed in this novel is the diagram displaying what Above The Line and Below The Line mean. Above The Line relates to when, “We find a sense of reality, ownership, commitment, solutions to problems, and determined action” (Connors, 10). Being Below The Line is when individuals

After reading Edward E. Jones and Keith E. Davis’ essay: “From Acts to Dispositions: The Attribution Process in Person Perception”, and watching Dan Gilbert’s Ted talks, I came across a few ideas that I’ve never thought of before, and in addition to that, I acquired new insights from them, most especially Gilbert’s Ted talks. I also found relating themes between Jones and Davis’ essay and Gilbert’s Ted talk: “The surprising science of happiness” (2004), “Why we make bad decisions” (2005) and “The psychology of your future self ” (2014). The themes or keynote that I think stood out were our actions as humans, our perceptions, our decisions, and how these things affect us.

“Employees who find fulfillment in their jobs are going to work with more enthusiasm, passion and attention to quality than their counterparts who do not, mostly because they develop a sense of ownership and pride in what they are doing” (Lencioni, page 224, 2007). This quote directly relates to the Influencer book’s concept of structural ability, which is changing people’s surroundings in order to make positive behavior contagious. In reference to the book’s intentions, Influencer states “It explores how to achieve profoundly better results in everything from the nuclear family to nuclear power plants by changing human habits that can be extraordinarily difficult to alter” (Patterson et al., page 6,

Perception is the way in which our brains interpret what the eyes see, identifying and reacting to the world around us. Since every person does not have the same brain, it is not surprising that their outlook, or perception, on life is different. As a result, individuals have a very difficult time trusting their perception, as humans have an innate need for a “sense of approval” from their fellow beings in order to feel confident about themselves. However, there is no one way to validate one’s perception, to consider it “good” or “right”, and this causes many individuals to hold back their trust towards their perception. Individuals should trust their perception, but not use their perception to “define” the reality, as there is no true reality, since reality is based upon perception.

Why is Perception so important because everyone does things for different reasons, and often enough there are several opinions on like a matter. It is very important to always keep a good to keep a variety like view points on human behavior and like to always look at the all the situation from different angles, and not be like one-sided.

In summary, although the use of selective perception is explainable by making the decision process easier and to avoid the potential cost of committing the error, the use of selective perception will lead to unfair decisions being made, truth being distorted and lack of diversification of the workplace. Hence, this supports the argument

Perception is defined as how you look at others and the world around you. Being able to select, organize and intercept information starts the perceptual process. Perception affects the way people communicate with others. An individual’s pattern of thinking can affect their perception of others. Most people communicate best with people of similar cultures.