Perceiving Ourselves and Others in Organizations

Chapter 3: Perceiving Ourselves and Others in Organizations

Learning Objectives

• 3-1 Self-Concept: Describe self-concept characteristics and processes, and explain their impact on individual behavior and well-being.

• 3-2 Perceptual Process: Outline the perceptual process and discuss the effects of categorical thinking and mental models.

• 3-3 Perceptual Effects: Discuss how stereotyping, attribution, self-fulfilling prophecy, and specific perceptual effects (halo, false-consensus, recency, primacy) influence perception.

• 3-4 Improving Perceptions: Discuss three ways to improve perceptions, with specific application to organizational situations.

Self-Concept Defined

• Definition: Our self-beliefs and self-evaluations.

• Comparison: We constantly compare our current (perceived self) with our desired (ideal self).

• Three Levels:

  • Individual: Our unique personal characteristics.

  • Relational: Our roles and relationships with specific people.

  • Collective: Our membership in various groups.

Self-Concept Characteristics (The Three Cs)

• Complexity:

  • Definition: The number of distinct and important identities people perceive about themselves.

  • Multiple Selves: Individuals possess various identities (e.g., student, employee, friend, parent).

  • Higher Complexity: Occurs when these selves are distinct and separate, rather than overlapping or similar.

• Consistency:

  • Definition: The degree to which a person's identities (a) require similar personal attributes and (b) are compatible with the person's actual attributes.

• Clarity:

  • Definition: How clear, confidently defined, and stable one's self-concept is.

  • Factors Increasing Clarity: Clarity tends to increase with self-concept consistency and age.

Outcomes of Self-Concept Characteristics

• Better Psychological Well-being with:

  • Multiple selves (high complexity).

  • High-consistency selves.

  • Well-established selves (high clarity).

• Effects on Individual Behavior and Performance:

  • Self-concept Complexity Outcomes:

    • High Complexity: More adaptive to change, possess more diverse social networks, but can also be more stressful due to managing multiple roles.

  • Self-concept Clarity Outcomes:

    • High Clarity: Correlates with better job performance, stronger leadership skills, more effective career development, and less emotional threat from conflict.

    • Very High Clarity: Can lead to role inflexibility, making it harder to adapt to new situations or roles.

Self-Concept Processes

• Self-Enhancement:

  • Definition: An inherent motivation to maintain a positive self-concept, perceiving oneself as competent, attractive, lucky, ethical, and valued, particularly in important situations.

  • Outcomes:

    • Benefits: Associated with better mental and physical health, and motivates persistent