The Role of Perception in the Decision Making Process

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Hello,

This is an interesting paper topic. Let's take a closer look. One approach is to provide a tentative outline based on the questions, and then look at information for each question, which you can draw on for your final copy. I also provided an excellent APA resource and an article on a decision-making model.

1. Write a 1050 to 1400 word essay that examines the role of perception in the decision making process in essay make sure these questions are answered:

Actually, the questions can act as a tentative outline for the paper, so it is just a matter of answering the questions. Like all academic papers, the paper will include: Introduction, Body (questions) and Conclusion. Your tentative outline might be something to the effect:

I. Introduction (about ¼-1/2 page; introduce topic; include purpose statement: The purpose of this paper is to...)
II. Perception in Decision Making
a. Defining Perception
b. Perception Impacts Organizations Behavior
c. Positive and Negative effects of Perceptive Shortcuts
d. Making Decisions in Real World Organizations
e. Perceptions Shape Ethical or Moral Decisions
III. Conclusion (e.g. sum up main points)

Now, let's look at each question which you can draw on for each section for your final copy.

1) What is perception?

Perception is the process of acquiring, interpreting, selecting, and organizing sensory information. We gather information about the world and interact with it through our actions. Perceptual information is critical for action. Perceptual deficits may lead to profound deficits in action and profound effects on those impacted by these actions. Perceiving is sensing or becoming aware of something via the senses (wordnet.princeton.edu/perl/webwn).

2) How can a person's perception of others impact an organizations behavior?

In general, facts to consider about how a person's perceptions impact in decision-making and organizational behavior:

· Two people can see the same thing and interpret it differently
· Shortcuts can either assist or distort judgment (see examples below)
· Perception impacts ALL decision making
· Important to us the rational decision making model to eliminate perceptual biases

For example, judgments and perceptions of others can impact management decisions (e.g., selection perception, halo effect, contrast effect, stereotyping and projection) such as impact employment interviews, performance expectations, performance appraisals, employee loyalty, and employee effort (e.g. women are expected to perform better than men versus both are expected to work at the same level of performance).

Since the perceptual process involves feedback about others and ourselves, one problem is that perception is not always based on a true picture of reality, but yet we behave as though our perceptions are real (http://www.scu.edu/ethics/practicing/decision/framework.html). This can lead to inaccurate judgments of others, misunderstandings and sometimes conflict. At the organizational level, it can also mean a culture of mistrust and isolation, decreased employee motivation, job satisfaction and overall productivity.

At the employee level, for example, a person's perceptions of other's impacts an organization's behavior through influencing the decisions and judgments made by the employees who make up the organization. The employee's behavior towards others reflects the organization culture, which in turn effect's the overall organization's behavior. When the perceptions of others are accurate, they most often have a positive outcome, with people treating others with respect and understanding. On the flip side, however, when perceptions of others are not based on a true picture of reality (e.g., based on assumptions and stereotypes).

In other words, how people perceive others can have a powerful impact on organizational behavior. This is mainly because all behavior is reciprocal; so one incorrect perception about another person's intentions (e.g., she did that because she doesn't like me, she did that to control me, she is a real control freak, etc) can have a synergetic effect on organizational behavior. If I react to you, you react to me, others perceive us and then react according to their perceptions (perhaps taking sides) and before you know it, an organizational culture of conflict has arisen based on one initial person's perception of what and why another person was doing the things they are doing.

Can you think of other examples where person's perceptions of others can employment interviews, performance expectations, performance ...