improvement. The most common improvement needy areas would be employee morale, encouragement, training programs, and the learning theories. The objective of this paper is to discuss the importance of how Mr. Salatino’s employees form perceptions and make attributions, and the learning theory that is most appropriate for his employees. It will also suggest how Mr. Salatino could apply the learning theory to improve employee performance and leverage an understanding of the value of self-efficacy to
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how people form perceptions and make attributions. Joe Salatino’s employees need to understand the importance of perceptions and making attributions. Per Hellriegel & Slocum, 2011, “Perception is the process by which the individual selects, organizes, interprets, and responds to information.” (p. 104) Since he has a telesales force, perceptions are extremely important when working in a rapid sales process. All they have to work with is pure conversation. Making attributions, as defined by
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Module 2 – Assignment Keith Henderson T00061337 PSYC 1211 Multiple Choice 1. b 2. a 3. c 4. d 5. c 6. d 7. a 8. b 9. d 10. c 11. a 12. b 13. a 14. a 15. b Written 1. a. Approach 1 – to study adopted children. The adopted children’s traits are compared with their birthparents and the adoptive parents to compute heritability Approach 2 – to study identical twins that were raised apart. Therefore any of their similar traits
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Perception 1. Describe Jim’s self-concept. Jim is using a personal construct, or mental yardstick, to measure his intelligence and responsibility when he is discussing how he is performing in school (Wood, 2012). He compares himself to his father by claiming his father is brilliant and did not have any trouble in school versus himself who is struggling to pull C’s. Jim feels that no matter how hard he tries he will never be an A student because he is using a self-servicing bias that college is
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helplessness is general and when specific, or when chronic and when acute. A reformulation based on a revision of attribution theory is proposed to resolve these inadequacies. According to the reformulation, once people perceive noncontingency, they attribute their helplessness to a cause. This cause can be stable or unstable, global or specific, and internal or external. The attribution chosen influences whether expectation of future helplessness will be chronic or acute, broad or narrow, and whether
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personalities and attitudes. Some are optimistic or pessimistic, active or passive, calm or agitated and so on. Such diversity in personalities, in addition to the culture that individuals are attached and raised by, affects their attitudes and thus their perception. Therefore, personality plays a role in defining people’s reactions and behaviors to events around them including work-related behavior. In the case, Susan contemplates the problem of Jack, a new employee she hired. Jack was hired directly after
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Social Psychology 09/26/07 Joseph Dodds 2006 1 Lesson 4: Attribution and Social Knowledge 09/26/07 Joseph Dodds 2006 2 Key Terms in Social Cognition Cognitive consistency, naïve psychologist/scientist Attribution, cognitive miser, motivated tactician Asch's configural model, central traits, peripheral traits Primacy, recency, personal constructs, Implicit personality theories, stereotype, Cognitive algebra, summation, averaging, weighted averaging
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Jim having a negative self-concept is hindering him. With his father telling him he isn’t trying hard enough he is actually thinking no matter how hard he studies he still isn’t going to do well. Perception of others is what we perceive in ourselves. 3) Using the process of human perception starting on page 64. Explain the situation from your perspective as a student. Selection-“We attend to certain stimuli based on a number of factors” (Wood, 2012, p.65). “We notice things that
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employee has completed a task wrong once before, they will do it wrongly again. Value attribution, employees consider that foreign Indian employees have values that they take for granted. Confirmational behavior, employees in Finland have noted to consider that what confirms their beliefs and then ignore what contradicts their beliefs while also disregarding the facts that contradict their points of view. Automatic perception, the Finnish employees have a reflexive reaction to the Indian employees, object
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individual distorts their perception of reality or ignores negative feedback in order to maintain their ego. To put it simply: “people want to feel positive about themselves, and most manage to see themselves favorably much of the time” (Baron, Byrne, Branscombe, 2007, p. 136). This bias often manifests as a failure to identify oneself as the source of errors, instead placing the blame on external, uncontrollable factors. Despite the fact that it represents a discrepancy in perception and reality, self-serving
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