BU288 Lecture Notes - Lecture 5: Visible Minority, Central Tendency, Job Satisfaction
Document Summary
Lecture 5 chapter 3: perception, attribution & diversity. Interactionist: mix of dispositional and situational: low self-efficacy for those who felt like they could never learn it, openness to experience, general self-efficacy, proactive personality, rarely will organizations reward/compensate monetary things for adopting new technology. It"s fo(cid:396) (cid:449)he(cid:374) e(cid:373)plo(cid:455)ees go a(cid:271)o(cid:448)e a(cid:374)d (cid:271)e(cid:455)o(cid:374)d, (cid:374)ot (cid:449)he(cid:374) e(cid:448)e(cid:396)(cid:455)o(cid:374)e is supposed to use this technology: social cognitive theory, role modelling: managers could adopt the technology, change company culture to make it more embracing. Judging someone based on the group to which that person belongs: projection, att(cid:396)i(cid:271)uti(cid:374)g o(cid:374)e"s o(cid:449)(cid:374) (cid:272)ha(cid:396)a(cid:272)te(cid:396)isti(cid:272)s to othe(cid:396)s, e(cid:454). If you interview one really bad candidate for a job, the next one in contrast can seem amazing. Attribution theory: we observe behaviour and then attribute causes to it. It"s a(cid:271)out u(cid:374)de(cid:396)sta(cid:374)di(cid:374)g why: dispositional (internal factors) or situational (external, attribution cues (to decide whether or not something is dispositional or situational, consensus cues.
