MHR 3200--Social Perception and Managing Diversity (for Class)

Social Perception and Managing Diversity

• Course Details

  • Course: MHR 3200

  • Instructor: Dr. Larry Inks

  • Institution: Department of Management and Human Resources, Fisher College of Business, The Ohio State University

Overview of Social Perception in the Workplace

• Key Concepts

  • Importance of social perception in workplace dynamics.

  • Types of perceptual biases and errors that can affect decision-making.

  • Attribution theory and its relevance in understanding behaviors.

  • Diversity and inclusion as central themes in workplace management.

  • Insights into generational differences and other concepts in diversity.

• Quote: “Studies have shown that 90% of error in thinking is due to error in perception.” – Edward de Bono

Understanding Social Perception

• Definition: Perception is a cognitive process that helps us understand our surroundings.

• Social Perception: Involves processing information regarding social interactions, motives, and behaviors. It shapes decisions and actions in social contexts.

• Importance of grasping social perception to enhance decision-making and avoid errors.

Areas Affected by Social Perception

• Recruitment and Selection: Clarity in candidate evaluations and hiring practices.

• Job Assignments and Performance Reviews: Impact of social perception on evaluations and disciplinary actions, including terminations.

• Decision Making: Understanding the impact of perception is crucial for effective leadership.

Model of Social Information Processing

• Steps in Processing:

  • Encoding and Simplification

  • Selective Attention/Awareness

  • Storage and Retention

  • Retrieval and Response

  • Interpretation/Categorization

• Key Components:

  • Environmental stimuli and information.

  • Judgments and decisions shaped by biases and social cognition.

Types of Perceptual Biases and Errors

• Common Biases:

  • Fundamental Attribution Bias

  • Self-Serving Bias

  • Halo and Pitchfork Errors

  • Leniency, Severity, and Central Tendency Errors

  • Implicit biases such as Recency Effect and Stereotyping.

• Awareness: Recognizing these biases helps mitigate their influence on decisions.

Attribution Theory

• Developers: Fritz Heider, Harold Kelley.

• Basic Premise: Attributions are made on whether behaviors stem from internal (ability, effort) or external factors (task difficulty).

• Dimensions of Attribution:

  • Consensus: Behavior compared to peers.

  • Distinctiveness: Behavior in different tasks.

  • Consistency: Behavior over time in similar situations.

Application of Attribution Theory

• Examples: Analyzing academic performance through consensus, distinctiveness, and consistency creates different attributions.

• Impact of Attributions:

  • Understanding performance can lead to perceptions of being easy or of good character based on situational comparisons.

Key Principles of Social Perception

• Quick processing often leads to unconscious biases.

• Importance of understanding how we perceive others to make accurate decisions.

• Necessity of improving attribution processes in personal and organizational contexts.

Diversity and Inclusion in Organizations

• Importance of Diversity: Encompasses individual differences and the significance of recognizing these variations within teams.

• Inclusion Definition: Integrating diversity to boost success at all levels within an organization.

• Diversity vs. Inclusion: Diversity is about the differences; inclusion focuses on utilizing these differences effectively.

The Four Layers of Diversity

• Layers:

  • Personality (core)

  • Internal dimensions (visible traits)

  • External dimensions (life experiences)

  • Organizational dimensions (roles in the workplace)

• Changeability: Core aspects are key to identity, while peripheral traits are more changeable.

Managing Diversity for Success

• Strategies:

  • Educate staff for successful adaptation to diverse environments.

  • Enforce accountability and system changes for inclusion.

  • Promote exposure to diverse groups to foster understanding.

Benefits of Effective Diversity Management

• Enhanced creativity and reduction of groupthink.

• Better customer awareness and engagement.

• Increased adaptability in a global business landscape.

• Essential for attracting top talent and maintaining competitiveness.

Research Findings on Diversity and Performance

• McKinsey Insights: Companies with higher racial and gender diversity tend to achieve better financial outcomes.

• Strong correlation between diversity in management and overall performance.

Challenges in Diversity Management

• Topics to Address: Discrimination, the Glass Ceiling, psychological safety, and global diversity challenges.

• Approaches: Balancing affirmative action and actively managing workplace diversity.

Reflective Questions for Personal Improvement

• Keep Doing: Evaluate and identify ongoing practices for inclusiveness.

• Stop Doing: Recognize behaviors that hinder diversity efforts.

• Start Doing: Commit to new practices that advance inclusiveness and diversity consciousness.