DEPARTMENT OF HEALTHCARE AND PHARMACEUTICAL

MANAGEMENT

ORGANISATIONAL BEHAVIOUR
TOPIC : PERCEPTION AND MOTIVATION

Submitted by: Khushi Trivedi,

Submitted to : Dr. Saad Bin Azhar
Sooraj Kumar, Ankit Malik,
Shivangi Bhalla, Rishabh Aggarwal.
Cognitive
Evaluation theory.
 Reinforcement
Motivation.
Theory
Importance
Expectancy PERCEPTION
 Objectives. Importance.
Theory
Models. Factors.
Theory. Attribution
 Maslow Hierarchy. Theory
Douglas Mc Gregor
Two-Factor theory
ERG theory. PERCEPTUAL
McClelland theory. ERROR
 Types.
Rectifying Error.
Johari window
PERCEPTION
 Meaning of Perception
• The process by which people select, organize, interpret,
retrieve and respond to information.
• Perception differs from person to person.
• Each individual perceive the same situation differently.
• Individuals organize and interpret things based on their past
experiences and the important values they consider important.
• Employees tend to behave and act on certain things on the
basis of their perception.
 Importance of Perception
• Perception plays a very important role in shaping the
personality of the individual.
• Perception is central in interpreting the world around us.
• Perception affects the outcome of our behavior because we
act on the basis of what we see.
• Manager should be able to distinguish between the perceived
world and the reality.
• An understanding of perception is important to understand
and control the human behavior.
Factors
Influencing
Perception

1. Characteristics Of
the Perceiver
2. Characteristics of
the Target
3. Characteristics of
the Situation
 Process of Perception

Perceptual inputs:- Objects, Events and people.

Perceptual Mechanism:- Involves three elements viz. selection of

stimuli, organization of stimuli and interpretation of stimuli.

Perception Outputs: Attitude, Opinions, Feelings and Values.

 Example
• You hear that your team has lost a game.

• You screen this information in a negative manner, assuming

something is wrong with the team rather than it has just had a
bad day or was unlucky.

• You interpret this information on the basis of previous

experience and decide it is a further example of bad team
management.
 Attribution theory
• Attribution theory is an attempt to explain the ways we judge
people differently, depending on the meaning we attribute to a
behavior such as determining whether an individual’s behavior
is internally or externally caused. It tries to explain the ways
we judge others behavior and come to conclusions. Attribution
theory suggests that when we observe an individual’s behavior
we attempt to determine whether it was internally or externally
caused.
• That determination, whether it is internally or externally
caused, depends largely on three factors:
1)Distinctiveness
2)Consensus
3)Consistency
 Common errors and bias in attribution
theory..
1) Overconfidence bias

2) Availability bias

3) Randomness error

4) Confirmation bias

5) Risk aversion
Perceptual Errors
Perceptual error means
not seeing reality is.
or

Illusion can be
understood as reliable
perceptual error(when
the constancy doesn’t
hold good).
Types Of Perceptual Errors:

1. Stereotypes.(Based on appearance)
2. Halo effects (One outstanding
characteristics noted).
3. Horn effects (One negative activity).
4. Contrast Effect (Ordering).
5. Recency Effect (Limited Recall).
6. Projection (“Similar to me”).
7. Self-Serving Bias (Take the credits
for positive events).
8. Selective Perceptions(Filtering
selection).
 Stereotypes
Judging someone
on the basis of your
Perception of the
group to which that
person belongs.
Horn Effect
Based on one
NEGATIVE quality,
we assumed the
person is BAD. i.e.
we perceived the
whole person, based
on ONE quality.
 Halo Effect:
The extension of one
particular positive
trait to influence the
total judgment of that
person.
 Recency
Effect
The recency effect
is a cognitive bias in
which those items,
ideas, or arguments
that came last are
remembered more
clearly than
those that came first.
Projection Effect
We tend to
favor/like or give
favorable judgment
to those who are
similar to us.
Self-Serving Bias:
The tendency for individuals
to attribute their own
successes to internal factors
while putting the blame for
failures on external factors.
Contrast Effect
Contrast effect is an
unconscious bias that
happens when two things
are judged in comparison
to one another, instead of
being assessed
individually.
Rectifying Perceptual
Errors:

Correcting the
errors in the
Perception Process
or eradicating
Misperception
 Acting as a
Mediator
Avoiding
Rectifying Negative
Yourself Decision
Rectification Making.
Types
Rectifying Yourself:
 Taking more time and
avoiding instant judgment’s
about others.
 Collecting and consciously
using more information about
other people.
 Developing an understanding
as how it our personal biases
effect our perceptions &
judgment’s.
 Checking our attributions-
appearance on one hand and
behavior on the other.
Acting as a Mediator
 Mediators use both parties to
validate feelings and to
encourage the parties to
move off positions.

 Identifying the perceptual

error.

 Stepping into each other’s

shoe.
Avoid Negative Decision
Making
• Halo Effect
Avoid appraising an employee underservedly
because she is attractive

• Horn Effect
The opposite of Halo Effect. Avoid appraising
an employee underservedly on one quality
because she is not attractive

• Recency Effect
Avoid appraising an employee on basis of
persons recent behavior
Avoid Negative Decision
Making
• Primary Effect :
Avoid appraising an employee on the basis of
persons first behavior instead f looking how he
behaved throughout the period of appraisal
period

• Same as me :
Avoid giving a good appraisal because the
person is having same qualities like you

• Status Effect :
Better appraisal for higher level positions
consistently in compare others
Johari Window
 PERCEPTION
CAN PASS TEST
YOU THE
 1) How many
black circles are
there in the
intersections
between the
squares?

a)12 b) 8
c)0 d)35

Correct Ans : 0 - All the circles are white, they only appear to be black
when you scroll your eyes over the image.
 2) How many
different colors
can you see
within the
larger
rectangle?
a) 3 b) 5
c) 2 d)4

Correct answer: 3 - Orange, Pink and Green (when you first look, one set of
green mini rectangles appear turquoise/blue)
 3) Which of
the two lines
is the longer
one?

a) Left b) Right
c) Both are same.

Correct Ans: Both Lines Are The Same - It's just the arrow heads that point in
different directions.
 4). How many
different shades of a)2 b)1
grey are there in c)3 d)5
the circles?

Correct Ans :1 Shade of Grey - The shade of grey in the circles stays the same, it's
just the grey squares that change.
 5.) How many rings
are formed with the
black and white
squares?

a) 4 b) 5
c) 1 d) 8

Correct answer: Four - Focus your eyes on the top white square then work your
way down via each white square. There are Four rings in total.
 6) Which of the
letters 'A' or
'B' is printed
with a darker
shade of grey?

a) ‘A’ is darker.
b) ‘B’ is darker.
c) Both are same.

Correct answer: Both Are The Same - 'A' and 'B' are both exactly the same shade
of grey!
7.) How
many of the
gears are
moving in
this image?
a)6 b)2
c)8 d)0

Correct Ans : 0 Of The Gears Are Moving - This is just a standard Jpeg image -
none of the gears are actually moving!
 What is Motivation?
• The term ‘MOTIVATION’ has been derived from the Latin
word ‘MOVERE’ which means “To Move”.

• Motive is the urge, need, want or desire that includes a person

to work.

• Motivation is the process of including & instigating the

subordinates to put in their best.
 Objectives of Motivation
• The purpose of motivation is to create condition in which
people are willing to work with initiative, interest, enthusiasm
with a high personal & group moral satisfaction with a sense
of responsibility.
• To increase loyalty against company.
• To improve disclipline and with pride & confidence in
cohesive manner so that goal of an organization are achieved
effectively.
 Importance of Motivation
 Puts human resources into action.
 Maximum utilization of human resources.
 By building willingness.
 To accomplish the organisational goals.

 Builds friendly relationship.

 Effective co-operation.
 Inter-personal relationships.
 Reduction in labour turnover
 Here the management will fulfil all the
genuine needs of the employees.

 Improves level of efficiency of employees.

 Increase in productivity.
 Reducing cost of operations.

 Leads to stability of work force.

 Employees will remain loyal to the enterprise.
Model of the Motivation Process-
Factors of motivation that affects
performance of employee-
• Rewards & Appreciation

• Job Security

• Trust

• Meaning & Purpose

• Professional Development Opportunities

• Flexible work schedules

THEORIES OF MOTIVATION
Early Theories of Motivation
a) Maslow’s hierarchy of needs
b) Douglas McGregor Theory
Relationbetween MCGregor’s &
Maslow’s model
c) Two-Factor Theory / Motivation Hygiene Theory
SUDHA MURTHY
BILL GATES
A.P.J.ABDUL KALAM
Contemporary Theories of Motivation
a) ERG Theory
b) McClelland’s Theory of Needs
c) Cognitive Evaluation Theory
d) Reinforcement Theory
e) Expectancy Theory of Motivation
M= E*I*V [E= Expectancy I= Instrumentality V= Valence]