Perception - Part 4

Summary

In this lecture on Organizational Behaviour, Dr. M.P. Ganesh explores perception and its subjective nature, emphasizing its importance in the workplace. He discusses how perception can lead to biases like the halo effect and attribution errors. The lecture delves into social perception, identity, and attribution of causality, highlighting the Pygmalion and Golem effects. Dr. Ganesh also addresses job stereotypes, their impact on HR decisions, and the glass ceiling effect, urging a more open-minded approach to perception in professional settings.

Takeaways

• 👤 Perception is the process of giving meaning to sensory stimuli through organizing and interpreting them, and it is subjective in nature.
• 🔍 In the workplace, understanding perception is crucial as it involves selection and screening of information and organization of stimuli.
• 🌐 Social perception involves identity and attribution, where identity is tied to personal characteristics and social group membership.
• 🔑 Kelley's theory of causal attribution explains how humans determine if a behavior is caused by internal or external factors.
• 🚫 Perceptual biases such as the halo effect, team halo effect, and attribution error can lead to errors in judgment.
• 💪 The power of perception can create realities, as seen in the Pygmalion effect and the Golem effect, where expectations influence outcomes.
• 🧪 Job stereotypes are common and can be based on gender, age, or other characteristics that may not accurately represent reality.
• 🚦 Stereotyping leads to selective perception, bias, and prejudice, which can affect how individuals are perceived and treated in various social contexts.
• 💼 Gender stereotyping in the workplace can result in a glass ceiling effect, where women and minorities are underrepresented in top-level positions.
• 👩‍🔬 Despite being a minority, there are accomplished women in STEM fields, but they are often overlooked due to stereotyping and perceptual biases.
• 📈 Impression management techniques can influence HR decisions, sometimes leading to the selection of candidates based on superficial traits rather than actual capabilities.

Q & A

What is the definition of perception as discussed in the lecture?

Perception is defined as the process of giving meaning to sensory stimulus through organizing and interpreting it. It is subjective in nature, meaning different people can perceive the same thing differently.

Why is it important to understand perception in the workplace?

Understanding perception in the workplace is important because it influences how we interpret and react to our environment, which can impact decision-making, communication, and relationships with colleagues.

What are the two steps involved in sensory perception?

The two steps involved in sensory perception are selection and screening of information, and organization of stimuli.

What factors affect the selection of stimuli in perception?

The selection of stimuli depends on various factors which can be classified into internal factors (such as personal needs, interests, and experiences) and external factors (such as the context and the characteristics of the stimulus itself).

What is social perception and how does it relate to identity and attribution?

Social perception is about how perception is relevant in a social context. It involves understanding someone's identity based on personal characteristics and the social group they belong to. Attribution of causality is also discussed, which is about determining whether a behavior is caused by internal or external factors.

Can you explain the concept of the Pygmalion effect mentioned in the lecture?

The Pygmalion effect, also known as the self-fulfilling prophecy, is when expectations about someone tend to become real. If you perceive someone as good or bad, over time, that person may act according to your perception due to how you interact with them.

What is the Golem effect and how does it relate to setting goals?

The Golem effect occurs when lower standards or goals are set for subordinates or students, leading them to underperform. It suggests that setting higher goals can encourage people to perform at their optimal level.

What is a job stereotype and how does it affect perception?

A job stereotype is a generalized belief about the characteristics typically associated with people in certain jobs. These stereotypes can lead to selective perception and bias, causing people to overlook those who do not fit the stereotype or to judge them based on preconceived notions.

What is the glass ceiling effect and how is it related to stereotyping in the workplace?

The glass ceiling effect refers to the unseen barriers that prevent women and minorities from advancing to top levels in management or certain fields. It is related to stereotyping because these biases can influence selection, recruitment, and promotion decisions, often without the decision-makers even realizing it.

How can impression management techniques influence perceptions in HR decisions?

Impression management techniques can influence perceptions by making candidates appear more competent or suitable than they might be in real-life work situations. These techniques can lead to perceptual biases where individuals are labeled as good performers based on superficial interactions rather than their actual capabilities.

What are the negative impacts of stereotyping mentioned in the lecture?

The negative impacts of stereotyping include selective perception, where people tend to only see or acknowledge those who fit their preconceived notions, and bias and prejudice, which can lead to unfair judgments and treatment of individuals based on their group affiliations.

Outlines

00:00

👋 Introduction and Recap of Perception Concepts

Dr. M.P. Ganesh begins the lecture with a warm welcome and a recap of the previous discussions on perception in the workplace. He defines perception as the subjective process of giving meaning to sensory stimuli by organizing and interpreting them. The lecture revisits why perception is crucial in the workplace, highlighting elements like sensory selection, organization, and the influence of internal and external factors on perception. Dr. Ganesh also discusses social perception, identity, and attribution theories, particularly Kelley’s theory, and explores common perceptual biases like the halo effect and attribution errors. He emphasizes how perception can create realities, using examples like the Pygmalion and Golem effects, which demonstrate how expectations can shape behavior.

05:04

🔍 Exploring Pygmalion and Golem Effects

Dr. Ganesh delves deeper into the Pygmalion and Golem effects, explaining how expectations can lead to self-fulfilling prophecies. The Pygmalion effect shows that when we have positive expectations of someone, they are more likely to meet those expectations over time, while the Golem effect suggests that low expectations can cause people to underperform. These effects occur because our perception influences how we interact with others, impacting their responses and behavior. Dr. Ganesh encourages students to consider the impact of stereotypes by asking them to visualize different job roles, illustrating how stereotypes often lead to inaccurate perceptions.

10:04

🧠 Job Stereotypes and Their Impact

The lecture moves to a discussion of job stereotypes, demonstrating how these stereotypes are often shaped by media representation and societal narratives. Dr. Ganesh points out that we tend to associate certain qualities and characteristics with specific professions, such as visualizing scientists as middle-aged men in lab coats or doctors as male neurosurgeons. He emphasizes that these stereotypes limit our perception and fail to represent the diversity that exists within these professions. Using examples of female ISRO scientists, he challenges these stereotypes and explains how they persist due to the lack of representation of diverse professionals in media and daily conversations.

15:08

👓 The Negative Effects of Stereotyping

Dr. Ganesh explores the negative effects of stereotyping, such as selective perception, bias, and prejudice. He explains how selective perception leads us to notice only qualities that fit our existing stereotypes, ignoring information that contradicts them. Bias and prejudice result in unfair judgments, influencing decisions in contexts like job interviews, where preconceived notions about someone’s background can impact the assessment of their capabilities. These biases can result in the exclusion or unfair treatment of individuals based on factors unrelated to their actual skills or potential. He stresses the significance of addressing these issues, particularly in job contexts, as they can have serious implications on diversity and inclusion.

20:09

💼 Gender Stereotyping and the Glass Ceiling Effect

The lecture addresses the issue of gender stereotyping in the workplace and STEM fields, highlighting the ‘glass ceiling effect.’ Dr. Ganesh discusses how biases prevent women and minorities from reaching higher positions in their careers, despite the illusion of equal opportunity. He explains that stereotyping contributes to recruitment and appraisal biases, often hindering the progression of women and minority groups in professional settings. The concept of impression management is introduced, where individuals are trained to project confidence in interviews, but these superficial tactics may not reflect actual competencies, leading to perception biases in recruitment decisions.

25:16

📚 Summary and Conclusion

Dr. Ganesh concludes the lecture by summarizing the key points discussed, including the definition and impact of job stereotypes, the consequences of perceptual biases, and the specific challenges posed by stereotyping in human resource management. He underscores the importance of understanding these concepts to address workplace biases and announces that the next chapter will focus on the topic of personality. He bids farewell to the audience and looks forward to the next lecture.

Keywords

💡Perception

Perception is defined as the process of giving meaning to sensory stimulus through organizing and interpreting it. It is subjective in nature, meaning different people can perceive the same thing differently. In the video, the lecturer discusses how perception plays a crucial role in the workplace and how it can lead to biases and errors. For example, the lecturer mentions that our perception of a scientist might be a middle-aged man in a lab coat, which is a stereotype that does not reflect the diversity of actual scientists.

💡Sensory Perception

Sensory perception refers to the initial steps of perception involving the selection and screening of information, and the organization of stimuli. The lecturer explains that these steps are crucial as they determine what information we focus on and how we organize it, which can influence our subsequent interpretations and decisions. The script mentions that selection of stimuli depends on various internal and external factors.

💡Internal and External Factors

These factors influence the selection of stimuli in perception. Internal factors are personal to the perceiver, such as their needs, motives, and past experiences, while external factors are the characteristics of the stimulus or the environment. The lecturer uses these concepts to explain how our perceptions are shaped by both our personal characteristics and the context in which we perceive things.

💡Social Perception

Social perception is about how perception is relevant in a social context, focusing on identity and attribution. The lecturer discusses how we use social identity theory to understand personal identity by considering both personal characteristics and the social group a person belongs to. This concept is used to explain how we form impressions of others based on limited information, which can lead to stereotypes.

💡Identity

Identity in the context of the video refers to understanding someone based on who they are, including both their personal traits and their social group affiliations. The lecturer explains that our identity is not just about ourselves but also how we perceive others. For instance, the script mentions how we might visualize a scientist based on certain stereotypes, which are part of our understanding of their identity.

💡Attribution of Causality

Attribution of causality is the process of determining the causes of behavior, whether internal or external. The lecturer discusses Kelley's theory of causal attribution, which outlines three criteria used to understand the origins of behavior. This concept is used to illustrate how we might incorrectly attribute the success or failure of others to internal characteristics, such as their abilities, rather than external factors.

💡Perceptual Biases

Perceptual biases are errors or systematic deviations in the perception process that can lead to inaccurate judgments. The lecturer mentions several biases, including the halo effect and attribution error, which occur when we judge others based on a single positive or negative trait (halo effect) or when we attribute others' behavior to internal causes but our own behavior to external causes (attribution error).

💡Stereotype

A stereotype is a widely held but oversimplified image or idea of a particular type of person or thing. The lecturer discusses job stereotypes, such as the image of a scientist or a nurse, which are often based on gender, age, or other characteristics. Stereotypes can lead to selective perception and bias, as they influence what we notice and how we interpret information about others.

💡Glass Ceiling Effect

The glass ceiling effect refers to the unseen barriers that prevent certain individuals, often women or minorities, from advancing to upper levels in an organization. The lecturer explains that despite the appearance of equal opportunity, there are hidden biases and stereotypes that keep these individuals from reaching top positions, much like an invisible ceiling.

💡Impression Management

Impression management techniques are strategies used to influence the perceptions of others, often in a job interview context. The lecturer mentions that while these techniques might help candidates appear more favorable, they do not necessarily reflect their true capabilities or suitability for a role. This concept is used to highlight the difference between perceived performance and actual performance.

💡Selective Perception

Selective perception is the tendency to notice and pay attention to information that confirms our existing beliefs while ignoring information that contradicts them. The lecturer uses this concept to explain how stereotyping can lead to a narrow focus on certain traits or characteristics, overlooking other qualities that do not fit our preconceived notions.

Highlights

Definition of perception as a process of giving meaning to sensory stimulus.

Explanation of perception's subjectivity and its impact on workplace.

Importance of understanding perception in the workplace.

Basic elements and steps of sensory perception involving selection and organization.

Factors influencing the selection of stimuli, classified into internal and external.

Techniques used by humans to organize perceptual stimuli.

How perceptual techniques can lead to illusions or errors.

Social perception and its relevance in social context.

Concept of identity based on personal and social group characteristics.

Kelley's theory of causal attribution and its three criteria.

Perceptual biases such as halo effect, team halo effect, and attribution error.

The power of perception to create realities through Pygmalion and Golem effects.

The impact of stereotyping on job perception and its consequences.

Definition and examples of job stereotypes.

The role of popular media in shaping job stereotypes.

Gender stereotyping in STEM fields and its impact on recruitment and career progression.

Glass ceiling effect and its relation to stereotyping and bias in the workplace.

Impression management techniques and their influence on HR decisions.

Examples of gender stereotyping in medicine and other professions.

Summary of the lecture on job stereotypes, stereotyping issues, and HR implications.

Transcripts

Warm welcome to this lecture series on Organizational Behaviour.

I am Dr. M.P.Ganesh , we are in the second chapter which is on perception.

, we are in the last and final section on this chapter.

So, I will quickly summarize what happened in the previous lectures in this chapter.

So, we defined what is perception.

So, perception is the process of giving meaning to sensory stimulus through organizing and

interpreting it.

So, perception is subjective in nature, which means a same thing different people can perceive

it differently.

We also looked at why it is important to understand perception in workplace.

We also looked at the basic elements of perception.

the steps involved in sensory perception which are two steps; one selection and screening

of information and organization of stimuli.

We also looked at what are the sub processes or what are the techniques people use in selection

of stimuli.

selection of stimuli depends on various factors and these factors can be classified into internal

and external factors.

So, we looked at both these internal and external factors .

We also looked at the techniques humans use to organize perceptual stimuli.

We also looked at how these principals or these techniques humans use to organize and

interpret or select and organize stimuli can lead to illusions or error.

The second part of thelecture of this chapter, we spoke about social perception which is

about how perception is relevant in social context.

So, social perception more specifically we spoke about identity and attribution.

The idea of identity is trying to understand someone based on their, trying to understand

someone in terms of who they are identity also involves identity of one self.

So, we also try to understand whom we are ; most specifically we use social identity

to understand personal identity.

So, social identity theory says in personal identity we use both personal characteristics

and also the social group in which we belong to this holds true for others also, when we

try to understand whose this person , we will use personal qualities of that person and

also the social group in which this person belongs to make sense out of the identity

of the other person . We also looked at attribution of causality,

we looked at the Kelley s theory of causal attribution which talks about three criteria

humans use to understand whether a certain behaviour is caused by internal factors or

external factors.

In fact, in the last class we had an elaborate discussion about you know attribution theory

using an example ok. so, we also looked at in the previous class

what are the problems we might encounter because of perceptual biases or what are the kind

of perceptual biases which can happen in social perception.

If you remember we looked at you know halo effect, team halo effect , attribution error.

So, attribution error is when we try to understand or attribute others behaviour we use internal

causes, if somebody does wrong we attributed to themselves , but if we do wrong or if something

goes wrong in our behaviour, we attribute it to external causes .

So, these are some of the biases we looked at.

We also looked at the power of perception which means even though perception is a very

subjective thing, it has the power to create realities.

In other words, when we when we perceive someone or something in a certain way, there are more

chances that it will become real.

So, we looked at Pygmalion effect and Golem effect.

Pygmalion effect is also called as self fulfilling prophecy which means when we have a certain

kind of expectation on others, that expectation tend to become real.

In other words, if you consider someone as a good person or a bad person if you perceive

them as a good person or a bad person in spite of what the person really is; over a period

of time that person becomes either good or bad depending on your perception.

Why it happens?

Because of our perception or our subjective judgment we tend to react to that person in

a certain way and over a period of time the other person also responds to the way we react

to them.

So, the reaction canthe way we interact with them can be in the form ofverbal communication,

non-verbal communication, body language, the kind of prejudices we show and things like

that.

So, Golem effect is when we sets lower standard or lower goals to subordinates or students,

they tend to underperform those standards which are already low.

So, which says when we set goals it is always better to set higher goals to people.

So, that they will perform to their optimal level, instead of setting lower goals where

they underperform ok.

So, this is where we stopped in the previous lecture.

In the previous lecture if you remember, I asked you to read about stereotype, more specifically

job stereotype.

Did you read?

Were you able to find and find something in the internet where you able to understand

and comprehend?

Anyway, I will explain ok.

Just think, I will give you a word, just visualize this job title ok.

So, the job title is scientist ok.

So, how do you visualize a scientist?

Just take a minute, how will a scientist look like ? How old will be a scientist?

Try to visualize more descriptively ok.

Give a, I mean give an identity to this scientist, personify this word ok.

So, many of us visualize scientist as someone who is of middle age, bald, a male individual,

someone who is wearing a lab coat, somebody who looks very you know uptight you know,

someone who never smiles, maybe somebody with a spectacle, things like this ok.

So, this is like when you hear this word doctor, how will you personify a doctor?

How will you visualize a doctor?

Let us say if I give you more specific detail someone who is a neurosurgeon ok, how will

you personify this doctor?

May be around in his 50s, male , you know maybe bald, maybe you know without mustache

and you know someone who looks very brisk, someone who looks very intellectual , is not

it, someone who wears a stethoscope, things like that .

So, these are job stereotypes.

Why they are job stereotypes, because these are gender stereotypes, but we use these criteria

when we talk about certain jobs.

These are also job stereotypes . So, why this is a job stereotype?

Because when you say doctor especially, a neurosurgeon or a scientist we visualize someone

who is of a typical nature or a typical person , which many a times may not necessarily be

true ok.

For example, scientist , I will show you in the next slide . Many of you would have seen

this picture is not it, these are our ISRO scientists and most of them are women and

they are not like wearing a formal wear, are or a lab coat , they are they are like as

similar as anybody else you know, they are like as normal as anybody else.

But when you visualize scientists, if I give you detail like female scientist, you will

visualize female scientist as someone you know whose who is wearing a modern dress,

may be a European is not it? fair skinned or you know someone who whose very tall and

you know all these associations we make.

Why do we make these associations?

This is how we see these job roles in our popular media is not it.

For example in advertisements, you know many of this advertisements you get to see these

doctors ok.

So, these doctors if they are related to small children, these are female doctors.

If these are or these incidences are related to you know germs and all those stuff or you

know dental and all those stuff you seeing male doctors .

So, the popular media describes or even in in our day to day narratives, the way we talk,

the way we you know understand or narrate something, we use certain qualities for certain

jobs is not it.

For example, in thispicture we narrate a scientist or when we talk about scientist usually, we

talk about male scientists.

One there also very few female scientists in certain areas like STEM education, I mean

stem in science technology engineering and medicine.

There are very few women compare to men, but even then you know the kind of understanding

or attitude we have towards these women scientists or scientists who are in minority, from minority

groups we do not actually take them into consideration.

If they are minority they are less, but they are also a significant part of that group,

but when we see the category, the larger category of scientist or doctor, these people do not

come to ourvisual field, we do not actually pay much attention to them.

For example mathematician; so, there are quite a number of female mathematicians.

Even though they are minority, there are very reputed female mathematicians , but many of

us do not know who are these mathematicians, why?

Because like I said in popular media you know in our day to day discussion they do not figure

in our discussions.

So, these are job stereotypes.

I will give another example.

When I say nurse ok, which is a very gender stereotyped job you know, which is a very

gender loaded job, in India especially.

When I say nurse, who should be a nurse ? A female, more most probably from a certain

state in India and may be very young , is not it, why?

Because Is nurse is a gender gender loaded word?

No, it is a gender neutral word , but there can be male nurses also nurses of different

states, nurses of different age groups, but for us even though we have seen male nurses

that particular visualization does not come to our mind ok.

So, these are job stereotypes . I will quickly define what is stereotyping?

Stereotyping means we give a certain, in a very commonunderstanding, Stereotyping means

generalization ok.

In fact, in earlier section also I spoke to you about stereotyping, I will repeat again

when you talk about a particular social group, it can be a professional group or it can be

a you know people of certain region or it can be people of a certain gender or it can

be people of a certain religious background.

So, these are groups you know we encounter.

So, when we talk about a certain group, we associate that group with certain qualities

and we generalize that qualities to all the members of that social group ok.

Let us say if I say like a like I said earlier nurse, I you know visualize this nurse as

a female, young you know, from a particular state, this is of the general characteristics

I give to this group and I believe all these nurses in this you know whoever encounter

should be like this.

If someone is not fitting into that generalization it becomes a you know disturbance for us,

there is a cognitive disturbance ok.

So, to in order to avoid that cognitive disturbance, we try to only perceiveor try to put ourselves

to encounter only those social situations where our assumptions synchronized with the

reality, I mean this is again you know the consequence of stereotyping ok.

Like the example which I gave politicians ok or teachers or marketing representative,

all those things or driver, so these are professional stereotypes or job stereotypes.

It can be other things also you know, if you talk aboutGujarati's; many a times we think

they are business people, when we say you know Punjabis; we talk about you know probably

they are like you know very jovial people or someone whose like very athletic kind of

people ok.

So, these are some of the assumptions we make based on gender stereotyping.

The the major negative impact of stereotyping is selective perception like I said earlier,

so we tend to not see people who do not comply to this stereotyping we have already made.

For example, driver let us say there is a female driver, many a times if you think about

driver, professional drivers, we think about male drivers, but let us say if the female

drivers , we do not even pay attention to them .

Similarly, mathematicians there are very good you know female mathematicians, but we never

register those you know female mathematicians.

Selective perception also involves , let us say I assume these are the qualities of a

person from the social group I tend to see only those qualities in that person , other

qualities which may not align with the other social groupwhich will not align with my understanding

of that social group I will reject it, I will not select those information .

For example like I said, Gujarati's are business people ok so, but let us say there is a Gujarati

you know who is probably you know a scientist ok or whose probably a language expert.

In fact, there are many people Gujarati's for language experts and scientists, but we

have certain qualities which we think are Gujarati qualities.

So, this person is a Gujarati . So, I will try to see if it in all the qualities in that

person.

Some qualities that that person is not exhibiting or a new newer qualities that person is exhibiting

which is not fitting in to my understanding , I will not perceive those qualities ok.

for example, let us say sales person, we assume all the sales people areyou know they trying

to persuade as and try to sell things without telling of the truth.

Let us say if some sales person is a very you know honest sales person, we will not

see those qualities ok.

The second negative impact of stereotyping is bias and prejudice.

So, bias means wrong judgement ok or inclining in a certain way or not being balanced.

So, for example, you assume let us say there is an interview, you assume people of a certain

state or a certain background or people from certain college are highly intelligent ok.

So, even without probing more even without getting more information, we assume this person

will be intelligent ok.

So, let us say in an interview somebody says I am from IIT Bombay ok, so with we assume

that this person should be intelligent.

I mean I am not saying it is wrong , but in real sense we need to probe more is not it?

So, this is positive bias, there can be negative bias also.

Negative bias means the bias will become or it becomes bad for the person whom we are

judging.

So, for example, let us say you are doing an interview, this person you know look looks

in a certain way, you know looks very shabby or not shabby I mean not well dressed or someone

from a certain low socioeconomic status, his or her English is not very good.

So, we assume that this person may not be very intelligent ok.

So, this is what is bias.

Bias against a certain social group ok. prejudice is prejudgment.

So, even without so, bias and prejudice are interrelated.

So, even without understanding someone, even without getting more information we prejudge

ok.

So, for example, let us some let us say some one you know looks in a certain way and you

have a certain kind of a stereotype towards that particular social group or the person

who looks like that, we tend to prejudge, we tend to judge even before we collect more

information ok.

So, how was this important in job context?

There are many different ways this is a very important phenomena you know, these biases

or these consequences of job stereotyping or even stereotyping has lot of consequences

in human resource management , but one thing I would like to stress or which I would like

to discuss is gender stereotyping in workplace ok.

So, not just workplace like I mentioned earlier STEM education science technology engineering

and medicine like I said earlier, there are very few women in these disciplines at higher

levels ok, levels in which like senior researchers or senior professors or seniortechnicians

engineers, we find very few women in these fields.

Especially, you know there are assumptions that women do not fit into these kind of jobs.

I mean again which is like a very biased opinion and it is a very politically wrong opinion

which is untrue, but many people assume that why there are very few women in these fields,

because all these ideas of you know right brain left brain and all those stuff, women

are very good in arts related fields, creative fields, men are very good in rational or you

know logic related fields, which is not very scientifically proven ok.

So, these kind of assumptions what happens, because of these assumptions is one in terms

of recruitment to top level fields many a times these people from minority groups like

gender or certain social groups, they are not selected.

So, bias in terms of selection and appraisal plays a very strong role in due to stereotyping

especially for women and minorities ok.

So, we call it glass ceiling effect.

Glass ceiling effect means there are manywomen at the bottom and middle level of management

or even in STEM fields, but there are very few women who go to the top.

So, this is what is glass ceiling.

Why it is glass ceiling; because you think there is no barrier, but there is a barrier

. So, what is this barrier?

These barriers like stereotyping, bias, which many of us may not even acknowledge, you know

many of these managers who are involved in selection and recruitment orpromotions, they

may not even be aware that these biases operate in their mind when they are doing selection

and appraisal.

So, you know many of these glass ceiling effect are because of stereotyping related issues.

Impression management techniques is people can use these stereotype or you know biases

in a positive way also.

Like I said you know people are trained to face interviews, they are trained to you know

say certain things in a certain way, how to set you know; how to look at your interviewer;

how to shake hands and all those things.

So, these things are very superficial.

They may not even you know mean their confident, they are trained to interact in a certain

way, that does not mean that you know these people are capable enough to resolve the issues

in real life work situations . But, because of these techniques and there

are issues related to you know perceptual bias we tend to label them as good performers

or good candidates.

So, these are some of the problems which can happen, because of perception related biases

and also stereotyping in HR related decisions.

Just another example, when you see this instrument stethoscope, what comes to your mind ok.

Many a times if it is you know certain areas of medicine like gynecology, with we think

about women gynecology or pediatrician we think about women doctors.

When we think about neurosurgeon or you know psychiatrist, we think about male doctors

which may not be true.

Similarly, if you look at this instrument a sewing machine, who will you associate with

this particularpicture?

Who will use this sewing machine?

We think you know if it is hobby or if it is used in home it must be a woman.

If it is used in a professional context it must be a male ok or male or female, but many

a times if who will use this at home, it will be a female ok.

So, these are some of the problems perception perceptional biases are related to ok.

So, this is the end of the chapter.

So, I will quickly summarize what happened in the todays lecture.

So, we looked at job stereotypes and we defined what is stereotyping and we also looked at

what are the key issues in stereotyping and also why stereotyping happens and more specifically

in HR what are the problems associated with stereotyping and perceptual biases ok.

I will stop here.

In the next chapter we will look at this idea called personality . So, it is a very interesting

topic, we will look at personality in the next chapter.

Till then have a good time andsee you in the next lecture, see you, bye.