A person's perception of others can impact an organization's behavior. An organization's behavior is impacted by employment interviews, performance expectations, ethnic profiling, performance evaluations, and employee effort. Management judges and evaluates potential employees during employment interviews. New employees are subjected to being judged by their co-workers. Management also evaluates employee's performances and efforts. Ethnic profiling has been a major issue for human resources within organizations following the horrific events on September 11, 2001. Many employees secretly or overtly have concerns regarding working with people of Middle Eastern descent. To combat these feelings of mistrust many companies have implemented racial diversity and multicultural training.
At times employees are quick to inaccurately judge co-workers behaviors. For instance, an employee arrives late at work and is caught sleeping at his desk by a co-worker. The co-worker does not know whether the other employee's behaviors are internally or externally caused. The co-worker attributes the employee's behaviors to too much partying. This perception is conveyed to management. The organization's behavior will be based on the situation's distinctiveness and consensus. In addition, the organization will take into account of the consistency of the employee's behaviors.
An organization's behavior may be prone to fundamental attribution errors and self-serving biases. Management may attribute employees' poor performances to internal factors rather than external factors. An organization may attribute its success to their expertise instead of attributing the success to the work completed by employees.
There are numerous perceptive shortcuts that allow one to judge someone else quickly, but sometimes incorrectly. Perceptive shortcuts include selective perception, halo effect, contrast