Perception- a value based approach

Perception is simply defined as how we, as individuals,

assess situations. People are perceived to be friendly or
threatening, yet when it comes to perceiving people, there
are many more perceptions that are made. The social
perception settings could be used in schools, family or the
workforce. In organizations both the employer as well as
the employees evaluates each other consistently. The
attribution theory explains how individuals pinpoint the
causes of their own behaviour and that of other people.
Whenever any individual joins a firm, he/she observes
people and their behaviour. Since most leaders strive to
be that little bit better than their peers, they must seek to
understand the perceptual process better in order to
developed the skills to perceive events and people more
accurately. In most cases, the individual’s perception
suffers from inaccuracy, distortions and biases. When
thinking back on a past memory, individuals do not recall
the actual recollection, but a faded perception that has
been modified by personal influences and accounts that
have suffered from memory errors. Perception plays both
positive and negative part in many aspects of the
organisations. For example, in the case of employment
interviews as well as reviewing employee performance for
giving appraisals etc, perception plays a great role.
 Perception applications in organizations

In organizational point of
view, perception has many applications which are listed
below.
1. Conducting an interview
The decision that who is to be selected and
who is to be rejected depends upon the perception of the
interviewer.Different types of perceptual tests are taken
from the candidate and are judged from different angles.
The perception about the employee maybe different by
different interview members. Many times in organisations
interview is Avery common application heavily influenced
by interviewer’s personal perceptions. A job seeker can
make alterations in the interviewer’s perceptions if he is
aware of his own behavioural patterns. Proper dressing,
extravagant presentations, punctuality etc creates positive
attitude, increases the probability of getting the job, soon
after the interview.
2. Performance evaluation
A candidate is evaluated on the basis of
perception. If the manager thinks and perceives that the
employee is performing very well, then he is rewarded with
monetary and non-monetary incentives as well as
promotions.
3. Employee loyalty
The loyalty of the employees can be judged
through process of perception. If the employee is looking
for further opportunities outside the organizations, then he
may be labelled disloyal and in result, the manager cut-off
furthers promotion or any other reward for that employee.