[정품]금융전문가 1.5

Chapter 4 Summaries

15 . 신명석(Stance)

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 Chapter 4 : Understanding social perception and managing diversity

 1. A Social information processing model of perception

  A social information processing model has four stage.

 Stage 1. Selective attention/comprehension

 Stage 2. Encoding and simplification

 Stage 3. Storage and Retention

 Stage 4. Retrieval and Response

 Through the process, A social information take judgemnets and decisions.

 Perception is process of interpretion one's environment. In the Stage 1, Atteniton, being consciously aware of something or someone, is key role. In the Research called Salient stimuli shows that people have a tendency to pay more attention to negative than positivie information. This leads to a negativity bias. In the stage 2, Encoding and simplification has point that perceivers assign pieces of information to cognitive categories. The category means mental depositories for storing information. The second stage use schema, mental picure of an event or object and stereotype and beliefs about the characteristics of a group. In the stage 3, Storage and retention, the phase involves storage of information in long-term memory. There are three type of memory, Event, semantic, person memory. The event memory means composed of categories contaioning information about both specific and general events. The semantic memory refers to general knowledge about the world. Person Memory contain information about a single individual or groups of people. In the Stage 4, retrieval and response, the last process make judgements and decisions.

2. Managerial Implications 

Managerial Implications consist of Hiring, Performance appraisal, leadership, communication and interpersonal influence, physical and psychological well-being, designing web pages. Those of the some points help to see wide variety of managerial activities, organizational processes, and quality-of-life issues are thus affected by perception.

 3. Causal attributions

 Causal attributions : Suspected or inferred causes of behavior.

 1) Kelley's Model of Attribution

 The late Fritz heider, the founder of attribution theory, proposed that behavior can be attributed either to internal factors within a person(such as ability) or to external factors within the environment(such as a difficult task). Internal factors means personal characteristics that cause behavior. External factors means environmental characteristics that cause behavior. The research shows that it is important to remember that consensus relates to other people, distinctiveness relates to other tasks and consistency relates to time.

 2) Attributional Tendencies

 Researchers have uncovered two attributional tendencies that distort one's interpretation of observed behavior-fundamental attribution bias and self-serving bias. Fundamental attribution bias is ignoring evvironmetal factors that affect behavior. Self-serving bias is taking more personal responsibility for success than failure.

 3) Defining and managing diversity

 Diversity : The host of individual differences that make people different from and similar to each other.

• Layers of Diversity has Four layers, Organizational dimensions, External dimensions, Internal dimensions, Personality.

 4) Affirmative action and managing diversity

Affirmative action and managing diversity has right way. The way are Low discrimination and Look on affirmative action. The discrimination is occurs when employment decisions are based on factors that are not job related. The affirmative action means focuses on achieving equality of opportunity in an organzation. There is obstacle is gender discrimination. Glass ceiling, invisible barrier bloking women and minorities from top managemnet positions.The obstacle is limit to women. Second is racial groups are encountering a glass ceiling and perceived discrimination. Third is a mismatch exists between workers' educational attainment and occupational requirements. And The workforce is aging.

 4. Oragnizational practices used to effectively manage diversity. Barriers and challenges to managing diversity.

1. Inaccurate stereotypes and prejudice
2. Ethnocentrism
3. poor career planing
4. An unsupporive and hostile working enviroment for diverse employees
5. Lack of political savvy on the part of diverse employees
6. Difficulty in balancing career and family issues
7. Fears of reverse discrimination
8. Diversity is not seen as an organizational priorty
9. The need to revamp the organization's performance appraisal and reward system
10. Resistance to change.