ACING BUSMHR 3200 EXAMS: ESSENTIAL QUESTIONS
AND ANSWERS FOR THE A+.
social perception
a cognitive process that enables us to interpret and understand our surroundings
process whereby we process social info related to interactions with others, motives for behavior, etc
decision making affecting by social perception
recruiting practices
staffing/selection practices
internal selection decisions
job assignments
perf reviews
disciplinary action
termination
social info processing model
1. selective attention/awareness
2. encoding and simplification
3. storage and retention
4. retrieval and response
selective attention/awareness
environmental stimuli/info, salient/meaningful info
encoding and simplification
interpretation and categorization
-schemas
-scripts
-categories
-stereotypes
storage and retention
memory (different types) - semantic, episodic, people
retrieval and response
judgement and decisions
- attributions, ratings/judgements, decisions, bias/errors
implicit biases, errors, etc
fundamental attribution bias, self serving bias, halo error, pitchfork error, leniency error, severity error,
central tendency error, recency effect, primacy effect, stereotyping, projection, contrast effect, similar
to me effect
, attribution theory
an attribution is made as to whether actions/behaviors resulted from internal factors(ability) or external
factors(difficulty)
3 dimensions in Harold Kelley's attribution theory
consensus-compares individuals behavior with peers
distinctiveness-compares individuals behavior on one task with behavior on other tasks at that time
consistency-compares an individuals behavior on a task with their performance on other tasks overtime
external cause attributions
high consensus, high distinctiveness, low consistency
internal cause attributions
low consensus, low distinctiveness, high consistency
diversity
the multitude of individual differences and similarities that exist among people
-tends to focus on differences
-easy to find segregation in orgs
inclusion
the extent to which the vast diversity of org members are brought together in a meaningful way to
increase success
-focus is to bring differences together
4 layers of diversity
(out to in)
org dimensions
external dimensions
internal dimensions
personality
benefits of diversity and inclusiveness
-increased creativity/synergy
-less likelihood of groupthink
-increased awareness of broad customer base
-more interesting, engaging and developmental work enviro
-decreased likelihood of legal problems
-better prep for global business focus
-important to attract, recruit and acquire top talent
-necessary to be an employer of choice
benefits only realized if diversity is managed effectively
AND ANSWERS FOR THE A+.
social perception
a cognitive process that enables us to interpret and understand our surroundings
process whereby we process social info related to interactions with others, motives for behavior, etc
decision making affecting by social perception
recruiting practices
staffing/selection practices
internal selection decisions
job assignments
perf reviews
disciplinary action
termination
social info processing model
1. selective attention/awareness
2. encoding and simplification
3. storage and retention
4. retrieval and response
selective attention/awareness
environmental stimuli/info, salient/meaningful info
encoding and simplification
interpretation and categorization
-schemas
-scripts
-categories
-stereotypes
storage and retention
memory (different types) - semantic, episodic, people
retrieval and response
judgement and decisions
- attributions, ratings/judgements, decisions, bias/errors
implicit biases, errors, etc
fundamental attribution bias, self serving bias, halo error, pitchfork error, leniency error, severity error,
central tendency error, recency effect, primacy effect, stereotyping, projection, contrast effect, similar
to me effect
, attribution theory
an attribution is made as to whether actions/behaviors resulted from internal factors(ability) or external
factors(difficulty)
3 dimensions in Harold Kelley's attribution theory
consensus-compares individuals behavior with peers
distinctiveness-compares individuals behavior on one task with behavior on other tasks at that time
consistency-compares an individuals behavior on a task with their performance on other tasks overtime
external cause attributions
high consensus, high distinctiveness, low consistency
internal cause attributions
low consensus, low distinctiveness, high consistency
diversity
the multitude of individual differences and similarities that exist among people
-tends to focus on differences
-easy to find segregation in orgs
inclusion
the extent to which the vast diversity of org members are brought together in a meaningful way to
increase success
-focus is to bring differences together
4 layers of diversity
(out to in)
org dimensions
external dimensions
internal dimensions
personality
benefits of diversity and inclusiveness
-increased creativity/synergy
-less likelihood of groupthink
-increased awareness of broad customer base
-more interesting, engaging and developmental work enviro
-decreased likelihood of legal problems
-better prep for global business focus
-important to attract, recruit and acquire top talent
-necessary to be an employer of choice
benefits only realized if diversity is managed effectively
