Adventist

Technological
Institute Dicoloc, Jimenez, Misamis Occidental,
7204 Philippines

__________________________________________________________________________________________________________________

Module: Human Behavior in Organization

Teacher: Cherry Mae Beniga Origenes
Contact Number: 09124380417
Group Chat: T7_Human Behavior in Organization_Origenes

Text Book: Human Behavior in Organization

Author: Roberto G. Medina, Ph. D.
Edition: First Edition 2011
Published: Rex Book Store, INC.
Reference:
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First Semester 2020/ Administrative Office Management Page | 1

TABLE OF CONTENTS

Module 1 Coverage: Prelim Period

Module 2 Coverage: Midterm Period

Module 3 Coverage: Semi-Final Period

Module 4 Coverage: Final Period

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Topic 1: An Overview of Human Behavior in Organizations
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Human Behavior - Refers to the physical actions of a person that can be seen or heard
such as smiling or whistling. With his thought, feelings, emotions and sentiments, the
person exhibits behaviors similar or different when he is in or out of the organizations.
Organizational Behavior - The study of human behavior in organization, of the
interaction between individuals and the organization, and of the organization itself.

The Goals of Organizational Behavior

1. To explain behavior - OB needs to systematically describe how people behave under a variety
of conditions and understand why people behave as they do.
2. To predict behavior - OB must used to predict behavior so that support can be provided to
productive and dedicated employees and measures could be instituted to control the disruptive and
less productive ones.
3. To control behavior - OB can offer some means for management to control the behavior of
employees. As control is an important component of effective performance the usefulness of OB
must not be overlooked.

Elements of OB
1. People - the internal social system of the organization is composed people consisting of
individual persons and groups. The individual person is inducted as a member of formal group but
soon he or she may become member of an informal group.
2. Structure - defines the formal relationship of people in the organization. It describes how job
tasks are formally divided, grouped and coordinated.
3. Technology - refers to the combination of resources, knowledge and techniques with people
work and affect the task that they perform. It consists of building, machines, work processes and
assembled resources.
4. Environment - Environment refers to institutions or forces outside the organization. It includes
suppliers, customers, competitors, government regulatory, agencies, public pressure groups and
the like.

The Benefits of Studying Organizational Behavior

1. Development of people Skills-a person who is much adept in the performance of his work may
be successful, but he will require another skill to make other people believe that he should be more
successful. Example, Is the group of highly productive employees who complain that they are always
bypassed in promotions? Studying OB may help them find answers to their queries.

Types of skills that a person will need to succeed in his career:

A. The skill in doing his work. B. The skill in relating with people

2. Personal Growth - makes a person highly competitive in the workplace. The chance to achieve
personal growth is enhanced by knowledge of OB. Example; Knowledge of the behavior of others
through the study of OB will help the person understand his own behavior. A person who strives to
know himself better is entering the realm of intrapersonal intelligence which is very useful type of
intelligence for one who wants to achieve his personal goals.

3. Enhancement of Organizational and Individual Effectiveness - Effectiveness is a major

attribute of successful organizations as well as individuals. When the right decisions are made,
effectiveness follows. In decision making, knowledge of OB can be very useful. Example, There is
persons who perform better when they work in the afternoons than in the mornings. Such errors
could be avoided if the one authorized to decide on work assignments have knowledge of OB.

4. Sharpening and Refinement of Common Sense - people differ in the degree of common sense
they possess. Improvements in this type of ability however can still be made and great benefits can
be derived if this is done. Example, Common sense dictates that persons working in hot and humid
places cannot perform well. Common sense however cannot easily provide information on the exact
temperature that will make them work at optimum levels. In those types of concerns knowledge of OB
may be useful.

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Topic 2: Ethics and Organizational Behavior
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May an organization use whatever means, fair or foul, to achieve its objectives? Is it alright
for him to ask its employee to obtain confidential information through espionage regarding
the operations of a competitor? Is it right for a business firm to adapt a policy of hiring
only those who are members of a certain religious sect? Is it right for organizations to
allow executives to play favorites in the workplace? These and similar behaviors in the
organization happen every now and then. Should the propriety of such behaviors be the
concern of organizations?

If allowing such actions become the norm rather than the exception, would it be to the best
interest of everyone especially employers and employees? Answer the foregoing questions
permeate a body of principles that modern man tries to consider in the pursuit of his goals.

Philosophers maintain the view that a society that has low regard for morals will
disintegrate after a period of time. To avoid chaos and destruction, and to make life in
society possible, adherence to the practice of moral principles regulating human relations
become necessary.

Ethics - refers to the set of moral choices a person makes based on what he or she ought to do.

Organizational Ethics - these are moral principles that define right or wrong behavior in
organizations.

What constitutes right or wrong behavior in organization is determined by:

1. Conflict of interest
2. Fairness and honesty
3. Communication
4. Relationship within the organization

A conflict of interest exists when a person is in the position of having to decide whether to
advance the interests of the organization or to operate in his or her own personal interests.
For instance the purchasing officer of a university is in a situation where there is conflict of
interest when he owns the shop that sells office supplies to the university.
In organizations which practices ethical behavior people do not accept bribes to influence
the outcome of a decision.

People in organizations are expected to be fair and honest. Ethical behavior demands that
beyond obeying the law they should not knowingly harm customers, clients and
competitors through deception, coercion or misrepresentation. For example a certain
agency of the government would not normally release documents unless a certain amount
of money is handed down to the releasing clerk.

People can become victims of organizations that provide false and misleading
information about their products and services. Instance a recruitment firm makes it
appear that the employment conditions they describe to the job applicants would be
identical to what the foreign employer would offer. This practice is of course highly
unethical.

Within the organization people may still be performing unethical acts. For instance employee A
developed an idea that will be very useful to the organization. Employee B steals the idea and
presents it to the top executive before employee A could present it himself. This action is highly
unethical and it is to the detriment of the organization if such actions are allowed to flourish.

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Topic 3: Consequences of Individual Differences
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Individual differences refer
tothevariationinhowpeoplerespondtothesamesituationbasedonpersonalcharacteristics.Forinstancewh
enthemanagementintroducedtheplayingofsoftmusicattheworkplace,employeeAwasaffectedpositivelya
ndhewasabletoperformhisdutiesmoreefficiency.Attheendofthefirstdaythemusicwasintroduced,hisoutp
utincreasedfrom20to25finisheditems.EmployeeBhoweverwasdistractedandhisoutputdecreasefrom21t
o18finishedunits.EmployeeCappreciatesthemusicbuthefeelsthathisoutputwillincreaseby25%ifthemusi
cisalittlelouderandmoreupbeat.

Individualdifferencesbecomeseriousconcernswhenpeoplearesituatedintheworkplace.Thoseconcern
edwithmanagingpeopleorsimplythosethatwanttorelatewellwithpeople
mustbeawarethatthereareconsequencesarisingoutofdifferencesbetweenpeople.Thesepertaintothef
ollowing:

1. People differ in productivity - Refers to the rate of output per worker. It differs from person to
person. This may be attributed to individual differences of ages, experiences, education etc.

2. Differ in the quality of their work - Some individuals will not be contented in making in making
products of mediocre quality, while others will just strive to produce outputs that barely passed
standard requirements.

3. React differently to empowerment - Means giving someone the power to do something. For
instance, an individual may be empowered to sign purchased contracts and with it the authority to
determine what supplies and materials are needed to be purchased. Some person may feel happy if
he is provided with such responsibility; others will feel uncomfortable and will not prefer to just
follow orders

4. React differently to any style of leadership- Some people will prefer a leader with democratic
style, while some will need close supervision from their superiors. These differences make it
necessary for a leader to use different leadership styles even in a small unit.

5. Differ in terms of need for contact with other people- Regarding the need for social contact,
people are also different from each other. Other people cannot be productive unless they meet
people as they work. For instance, the salesman's job is well fitted for those in need of frequent
interactions with other people. In contrast, there are those who can perform jobs in research
laboratories where contact with others is minimal.

6. Differ in terms of commitment to the organization- Some are so committed and loyal to the
organization that they work the whole day without noticing that they ate putting in more than the
required working hours. Those who are highly committed to the organization tend to produce high
quality output, while those who are less committed are less concerned about output and
attendance.

7. People differ in terms of level of self-esteem - People also differ in terms of self-esteem.
Those with low self-esteem tend to be less productive; they may think that their abilities do not
match the requirements of the job. The opposite happens when people have high self-esteem.
Many great inventions, literary work and discoveries were made by people with high self-esteem.

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Topic 4: What Makes People Different From Each Other?
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People are different from each other because they are different in terms of the following:
1.1 Demographics - performance in the workplace and the behavior of workers are sometimes affected by
the differences between the demographic characteristics of individual workers.

The sources of demographic diversity include the following

a. Gender - the differences in the perception of male and female roles are referred to as gender differences.
b. Generational differences and age - a worker that belongs to a certain generation may behave
differently from a worker who belongs to another. Differences in the ages of workers also bring about
expectations of differences in the behavior of workers.
c. Culture - differences in job performance and behavior are sometimes caused by differences in culture.

Example, a Filipino employee is confronted by a superior for a perceived error committed by the employee at the
workplace; it is not surprising if the employee keeps quiet even if he believes he is not at fault. It may take some
effort for someone to make him respond. This is so because Filipinos consider it impolite and discourteous to talk
back to superiors or elders. This behavior is common to Filipinos and we cannot expect people from other
cultures to behave in the same manner.

Culture has two dimensions:

a. Social culture -refers to the social environment of human-created beliefs, customs, knowledge and
practices that define conventional behavior in a society.
b. Organizational culture- the set of values, beliefs and norms that is shared among members of an
organization.

1.2 Aptitude and ability- People differ in terms of aptitude and ability and their behavior in the
organization is affected.
*Aptitude-the capacity of a person to learn or acquire skills.
*Ability- refers to an individual's capacity to perform the various tasks in a job.

A person's overall abilities are made up of two sets of factors:

Physical ability-refers to the capacity of the individual to do tasks demanding stamina, dexterity, strength
and similar characteristics. There are nine physical abilities needed to perform certain tasks. These are the ff:
1. Dynamic strength - the ability to exert muscular force repeatedly or continuously over time.
2. Trunk strength - the ability to exert muscular strength using the trunk (particularly the abdominal
muscles).
3. Static strength - the ability to exert force against external objects.
4. Explosive strength-the ability to expend a maximum of energy in one or a series of explosive acts.
5. Extent flexibility - the ability to move the trunk and back muscles as far as possible.
6. Dynamic flexibility - the ability to make rapid repeatedly flexing movements.
7. Body coordination - the ability to coordinate the simultaneous actions of different parts of the body.
8. Balance-the ability to maintain equilibrium despite forces pulling off balance.
9. Stamina- the ability to continue maximum effort requiring prolonged effort over time.

The intellectual or mental ability - Refers to the capacity to do mental activities such as thinking,
reasoning and problem solving.

Dimensions of Intellectual Ability Intelligence, is composed of four subparts which are as

follows:

1. Cognitive intelligence - refers to the capacity of a person acquire and apply knowledge including solving
problems.
2. Social intelligence - refers to a person's ability to relate effectively with others.
3. Emotional intelligence - refers to a person's qualities such as understanding one's own feelings, empathy
for others and the regulation of emotion to enhance living.
4. Cultural intelligence - refers to an outsider's ability to interpret someone’s unfamiliar and ambiguous
behavior the same way that person’s compatriot would. Intelligence levels on the four subparts differ from
person to person.

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 For instance, an individual could get high ratings on two intelligence subparts, cognitive and social but low on
emotional and cultural. Another person could be rated average on all four subparts and the like.

The Triarchic Theory of intelligence - The study of intelligence by eminent researcher ROBERT
STERNBERG. There are three important parts of intelligence:

1. Componential intelligence - referred to as analytical intelligence it involves mental processes used in

thinking. This is the traditional type of intelligence needed for solving difficult problems with abstract
reasoning. People who score high in componential intelligence perform well in most school projects.
2. Experiential intelligence - referred to as creative intelligence, is the type of intelligence that focuses on
how people perform on tasks with which they have either little or no previous experience or great
experience. This type of intelligence that is required for imagination and combining things in novel ways.
3. Contextual intelligence - known as practical intelligence. A type of everyday intelligence or street smarts.
It requires adapting to, selecting and shaping our real-world environment. Contextual intelligence
incorporates the ideas of common sense, wisdom and street smarts.

Theory of Multiple intelligences - Another eminent researcher HOWARD GARDNER developed a very
useful means of understanding intelligence. He proposes eight different components of intelligence which the
individual possesses in varying degrees.

1. Linguistic- This intelligence component is sensitive to language, meanings and the relations among words.
This is a distinct characteristic of novelist, poets, copywriter, scriptwriter, editors, magazine writers, public
relations directors and speech writer.
2. Logical Mathematical - This intelligence component covers abstract thought, precision, counting,
organization and logical structure, enabling the individual to see relationship between objects and solves
problems in algebra and actuarial concerns. This is a characteristic of mathematicians, scientists, engineers
and animal trackers, police investigators and lawyers.
3. Musical - This intelligence component gives people the capacity to create and understand meanings made
out of sounds and to enjoy different types of music. This characteristic is found in performers, composers,
conductors, musical audience, recording engineers and makers of musical instruments.
4. Spatial - This intelligence component enables people to perceive and manipulate images in their brain and
to re-create them from memory such as making graphic designs. This is found in architects, painters,
sculptors, navigators, chess players, theoretical physicians and battlefield commanders.
5. Bodily-kinesthetic - This intelligence enables people to use their body and perceptual and motor systems
in skilled ways. This is found in athletes, dancers, actors, inventors, mimes, surgeons, karate and the
mechanically gifted.
6. Intrapersonal - This kind of intelligence has highly accurate understanding of him. This is found in
novelist, counselors, wise elders, philosophers, gurus, and persons with deep sense of self.
7. Interpersonal - This intelligence component makes it possible for persons to recognize and make
distinctions among the feelings motives and intentions of others as in managing people and parenting
children. This is found in politicians, teachers, religious leaders, counselors, salesmen and managers.
8. Naturalist - This intelligence possesses the ability to seek patterns in the external physical environment.
As a result the opportunity to enrich all other seven intelligence is provided.

1.3 Personality - Refers to the sum total of "ways" (behavior that are consistent and enduring), in which an
individual reacts and interacts with others.

Determinants of Personality - The personality of an individual is a result of both hereditary and

environmental factors. Hereditary defines the limits by which environment can develop personality
characteristics.

Hereditary factors - are those factors that are determined at conception. Includes the following, Physical
stature, facial attractiveness, gender, temperament, muscle composition, reflexes, energy level and biological
rhythms.

Environmental factors are those that exert pressures on the formation of an individual's personality.
Includes the following:

*Cultural factor – Refer to the established norms, attitudes and values that are passed along from one
generation to the next and create consistency over time.
*Social factor - Refer to those that reflect family life, religion and the many kinds of formal and informal
groups in which the individual participates throughout his life.

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*Situational factors - Which indicate that the individual will behave differently in different situations.
Example, A girl is less talkative in the presence of strangers but she is more relaxed when she is with her friends
and relatives.

Personality factors and traits

There are factors that are considered in determining human personality. Person’s personality traits could be
positive or negative. This provides indication that individuals are really different from one another. The traits
are partially inherited and they will develop depending on the environment where the person is situated.

The eight factors are briefly described below:

1.Emotional stability - this personality characterize as calm, self confident, secure.(emotionally stable
person).Its opposite is emotional instability characterized by nervousness, depression and insecurity.
(emotionally unstable person).
2. Extraversion - describing someone who is sociable, gregarious and assertive. The opposite is introversion
describes a person who tends to be reserved, timid and quiet.
3. Openness to experience - describing person, who is imaginative, cultured, curious, original, broad-
minded, intelligent and artistically sensitive. The opposite is the person who is conventional and finds
comfort in the familiar.
4. Agreeableness - refers to the person’s interpersonal orientation. An agreeable person is cooperative,
warm and trusting.
5. Conscientiousness -refers to a person’s reliability. Those with a high conscientiousness are responsible,
organized, dependable and persistent.
6. Self-monitoring behavior - reflects a person ability to adjust behavior. High self monitors are pragmatic
and are capable of putting on different faces for different audiences. Low self monitors find it hard to act or
behave as the situation requires.
7. Risk taking and thrill seeking - refers to a person’s willingness to take risk and pursue thrills that
sometimes are required in the workplace.
8. Optimism - refers to the tendency to experience positive emotional states and to typically believe that
positive outcomes will be forthcoming from most activities.

Emotional intelligence
The concept of emotional intelligence or emotional quotient (EQ) was introduced by Daniel Goleman. EQ
refers to the ability of the person to accurately perceive, evaluate, express and regulate emotions and feelings.

The five components of Emotional Quotient EQ are the following :

1. Self regulation - refers to the ability to calm down anxiety, control impulsiveness and react appropriately
to anger.
2. Motivation - refers to the passion to work for reasons that go beyond money or status.
3. Empathy - refers to the ability to respond to the unspoken feelings of others.
4. Self-awareness - refers to the awareness of one’s own personality or individuality.
5. Social skills - refers to the proficiency to manage relationship and building networks.

More on Physical Ability

Most writers of OB limit their discussion of physical ability on traits like stamina, dexterity and strength. They
failed to mention other aspects that make individuals different from each other. This writer feels that the
following factors are important in determining the reasons for differences in individual behavior:

1. Sense of sight - People differ in what they actually see.

2. Sense of hearing - People differ in their ability to hear.
3. Sense of taste - A persons tongue may be sensitive to various tastes and this makes him or her different
from another person who is less sensitive to taste.
4. Sense of smell - People have different degrees of sensitivity to smell.
5. Sense of touch - A person’s sense of touch may differ in degree with another persons. Example Two
persons are blindfolded while touching an object, some may be able to identify correctly the object and some will
not.

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Prelim Quiz:
__________________________________________________________
Name: _______________________ Date: _______________
Course: _______________________ Subject: _______________
Instructor: Cherry Mae Beniga Origenes Score: _______________

Quiz 1 – Essay!
1. What is the Triarchic Theory of Intelligence?

2. What is Human Behavior? Organizational Behavior?

3. How may technology described as an element of OB?

4. What benefits may derive from studying OB?

5. What may be expected of a society with low regard for morals?

6. When does “conflict of interest “exist?

Quiz 2 – Fill in the blank below, write the letter of correct answer
A. Type of skill that a person will need to succeed in his career
B. Refers to the behavior that is accepted as morally good and right as opposed to bad
and wrong
C. To explain, predict and control
D. The people, structure, technology and environment
E. Conflict of interest
F. Moral principles that define right or wrong behavior in organizations
G. Will disintegrate after a period of time
H. A goal of OB
I. An element of OB
J. When right decisions are made

___________1. To explain behavior

___________2. Environment
___________3. Effectiveness follows
___________4. A society with low regard for morals
___________5. Organizational ethics
___________6. The skill in relating with people
___________7. Ethical behavior
___________8. The goals of organizational behavior
___________9. The elements of organizational behavior
__________10. Ethical Issue

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Prelim Exam:
__________________________________________________________
Name: _______________________ Date: _______________
Course: _______________________ Subject: _______________
Instructor: Cherry Mae Beniga Origenes Score: _______________

Test I – Essay!
1. Why the study of human behavior is important?

2. Why is the prediction of behavior an important goal of OB?

3. Why is the study of individual differences, mental ability and personality an important
activity?

4. What are your strength and weaknesses?

5. What is meant by “individual differences”?

6. What is meant by “aptitude”? by “ability”?

Test II – Fill in the blanks below, write the letters of the correct answers

A. A persons overall abilities

B. The learned and shared ways of thinking and acting among a group of people
C. The person’s ability to relate with others
D. Also referred to as analytical intelligence
E. Persons with this intelligence possess the ability to seek patterns in the external physical
environment
F. The sum total of ways in which an individual reacts and interacts with others
G. The ability to make rapid, repeated flexing movements
H. A consequences arising out of differences between people
I. A reason why people are different from each other
J. Men and women are not different along this concern

________________1. People differ in productivity

________________2. Demographics
________________3. Analytical skills
________________4. Culture
________________5. Physical and mental
________________6. Dynamic flexibility
________________7. Social intelligence
________________8. Componential intelligence
________________9. Naturalist
______________10. Personality

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Topic 5: Learning, Perception and Attribution
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Learning -define as a relatively permanent change in behavior or knowledge due to experience.
(Direct experience-observation, practice etc.) And ( Indirect experience- reading, watching movies
etc.)

When a person behaves differently from what he previously did it can be said that there is change
in the persons behavior. With change there is learning.

A change in behavior happens due to any or both of the ff:

1. Learning
2. Other causes such as drugs, injury, disease and maturation.

Behavioral change starts with the mind when it accepts new knowledge. Sometimes the mind
orders the body to show some signs of behavior that is different from previous one. Sometimes the
mind is just plain contented with the new knowledge and do not make attempts to order the body
to show some outward manifestations of behavior change.

Ex. Mr. Amparo read a book about dangers of smoking. He was convinced that smoking is not good for
his health and he decided to quit.

Mr.Amparo's behavior change is a result of an indirect experience (reading book). Two aspects of
behavior are apparent in his case: knowledge about the bad effect of smoking and outward
manifestation of quitting smoking.

Amparo had the option of just satisfying himself with the knowledge that smoking is bad but he
considered following up his knowledge with appropriate action. The result was a visible change in
his behavior.

Theories of learning

Eminent researchers have developed theories that help explain the learning process. These
theories consist of classical conditionaing, operant conditioning and social learning.

Classical Conditioning - a type of learning which a stimulus acquires the capacity to evoke a
response that was originally evoked by another stimulus. A stimulus is something that incites
action. An example of stimulus is "demotion in rank". The respond could be "law suit".

Ex. One monday day morning, Mr. Honesto was confronted by the manager to the office and asked why
his output was very low. All throughout the interview Mr. Honesto felt nervous and very
unconfortable. Seven days later monday morning again Honesto begins to feel nervous and
uncomfortable. He can hardly concentrate on his job.

In this case, one monday morning when Honesto confronted by the boss- original stimulus.
Honesto felt nervous and uncomfortable- response. Any monday is a neutral stimulus, but it
becomes a condition stimulus when paired with the original stimulus. When confronted with a
conditioned response, he feels nervous and very uncomfortable.

Operant Conditioning- a type of learning where people learn to repeat behaviors that bring them
pleasurable outcomes and to avoid behaviors that lead to uncomfortable outcomes.

Ex. If an employee receives cash rewards every time he exceeds his assigned targets (100 units of
tables produced per month). It is very likely that he will repeat such behavior .In the same light, if a
salesman who achieves the minimum sales requirement for a given period is allowed to use a company
vehicle in his daily rounds, it is also be likely that he will avoid doing something that will reduce his
sales output. Both the employee and the salesman have learned to bahave through operant
conditioning .

Social learning- the process of observing the behavior of others, recognizing its consequences and
altering behavior as a result. One of the ways by which people learn is through social contacts with
other people.

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Ex. An employee pays much attention to his boss, a highly successful person, whenever he speaks or
just plain moving around the office. The brief encounters with the boss gave the employee the
opportunity to understand and apply some ideas shared by the superior. An example is watching the
boss perform the right way to communicate with customers.

SocialLearning is achieved/done in three ways namely:

1. By observing what happens to other people

2. By being told about something

3. Through direct experience

Perception- the process by which people select , organize, interpret, retrieve and respond to
information from their environment.

When an accident happened in the workplace two persons actually saw it. Later when both were
asked to provide details about the accident their statements differ in several aspects. How may this
discrepancy be explained? The answer is: different perceptions of the same event.

When a situation, as abovecase, happens it will be hard for the decision maker to make an accurate
evaluation of what really transpired, and the quality of his decision is affected. This underscores the
importance of knowing the various concepts and theories ascribed to perception.

Factors influencing Perceptions-perception is influence by the characteristics of the ff:

1. The perceiver-the person who perceives the target is the perceiver. His perception of the target
is influenced by factors that are unique to him, like the ff:

A. His past experienceB.Hisneedsormotives C.Hispersonality D.Hisvaluesandattitudes

A persons experiences in the past have some bearing on his current perceptions. Ex. A child who
had an unpleasant experience with a surgeon will not maintain a good perception of physicians
when he grows older.

2. The target-the person, object or event that is perceived by another person is the target.
Perception may be modified by the following factors which are typical characteristics of targets:

A. Contrast B. Intensity C. Figure-ground separation D. Size E. Motion F. Repetition or novelty

-if during the perception process, the target is situated in a backqround of contrast, perception is
affected. Ex. When a boy is seen with five girls, perception will be different than when he is with five
boys.

-intensity varies in terms of brightness, color,depth, and sound and because of these, perception is
affected. Ex. A person will be seen differently when the illumination is different from the usual one,
say from incandescent bulb to a bright blue flourescent bulb.

-the figure and its ground is a factor that may affect visual perception. The figure is the one being
look at, and the ground is the backqround against which it stands. Ex. You saw your best friend
speak before a crowd on two occasions: one is when he delivered his piece in an oratorical contest
in school and second, when he was speaking before a crowd of rallies situated near Malacanang.
Your perception of your friend on those two occasion is differ, thanka to the differences in the
nature of the backgrounds.

-the size of the target is also a factor that may affect perception. Those that are smaller or larger
than the average are perceived differently. Ex. Itis expected that the farmer who harvested a mango
fruit twice the size of the average mango will handle thefruit with a little more concern.

-in terms of motion, moving objects are perceived differently from stationary objects. Ex. A
housewife who is doing her routine buying in the market perceives fish that is aggresively jumping
as more fresh than the one that is alive but is barely moving.

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-repetition affects perception. Ex. When a person is repeatedly exposed to a particular music, that
person gets used to it and chances are he becomes fond of it. When love at first sight does not work,
familiarity may do the trick.

3. The situation-perception is also affected by the surrounding environment. Ex. A person who is
enjoying meal with tribal people in the hinterland's may be will received even if he uses his bare
hands. He will be perceived differently when he does the same in the dining halls on the privileged
class in the city.The situational factors that affect perception are: time, work, setting and social
setting.

Attribution- is the process by which people ascribe causes to the behavior they perceive. Ex. An
employee always feels very nervous whenever the office manager calls her to present her weekly
report in the manager's office. Her anxiety affects her very much, including the delivery of her
report. Her unit supervisor sympathizes with her and would like to help her overcome her fears.
The supervisor started to monitor her moves so he can determine the reason for her behavior. The
supervisor is clearly adapting the attribution theory to help her subordinate.

Common Attribution Errors-when people make attempts to determine the causes of other people's
behavior, errors commonly happen. These errors may be classified into the ff:

1. The fundamental attribution errors-refer to the tendency to underestimate the influence of

external factors and overestimate the influence of internal or personal factors in the behavior of
others. Ex. The manager of retailing firm blames one of the store managers for failing to attract a
sufficient number of customers rather than the poor location of the store.

2. The self-serving bias-the type of attribution error whereby people tend to attribute their
achievements to their good inner qualities, whereas they attribute their failures to adverse factors
within the environment. Ex. Dr. Agao is an employee of state university . He and his superior are
members of a fraternity. This relationship became a major factor in his recent promotion, he
declared that he thinks he is better qualified than the others.Within the span of five years Dr. Agao
failed miserably in his job. When his superior wasreplaced, he was demoted. Dr. Agao blames his
co-workers.

Factors that influece Attribution-when people try to determine the cause of a person's behavior
whether the cause is internal or external, some factors influence such effort. The factors refer to
the ff:

1.distinctiveness-the consideration given to how consistent a person's behavior is across different

situations is referred to as distinctiveness. Ex. Mr. Cargada hired by the university as driver. He was
asked to deliver a letter, he used the school's motorcycle. Along the way he hit stray dog. Next day,
he fetch five professors in nearby town. He used the school's newly purchased van. On the way
back, he hit a carabao. On the third day, he transport 50 students to participate in a competition.
The bus was not yet ten kilometers away when it bumped an old man along the road. Mr.
Caraga'sperformancewasdeclareddisgustingandhisco-employeesattributed it to internal cause his
personality.

2.consensus-refers to the likelihood that all those facing the same situation will have similar
responses. Ex. Mr. Ocleng and the five employees in his unit failed to arrive in time, Mr. Ocleng's late
arrival will be attributed to external factor.

3.consistency-refers to the measure of whether an individual responds the same way across time.
Ex. Mr. D performance in his previous assignments was declared unsatisfactory. First, when he was
given the job as records clerkhe made a considerable number of wrong entries. Second, when he
was assigned as typist, he made incorrect entries of checks he was processing. Third, when he was
transferred to the supply office, he failed to record a number of incoming stocks. Based on Mr. D
behavior, he was declared a consistent incompetent by his superiors

Shortcuts used in forming impressions of others

For whatever reason, we form impressions of others. Those impressions constitute a database in
our minds that we later use as aides in making decisions concerning others. For instance, Andres
will not confide secret to Pedro if Andres consider Pedro as a gossip.

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People's perceptions may not be accurate, but accuracy is not a serious concern when opinions are
found. Most often, people are not even aware that they are already judging others.

Making sure that impressions of others are accurate is taxing burdensome. It is impractical to
collect collect through observation or otherwise information about a person covering many aspects
of his activities. And so, people end up making shortcuts.

Most often, these shortcuts produce misleading conclusion and this should serve as a warning to
people who make use of these shortcuts. The shortcuts refer to the ff:

1.selective perception-happens when a person selectively interprets what he sees on the basis of
his interests, background, experience and attitudes. It is impossible for a person to assimilate
everything he sees, hears, touches or taste. Only a limited number of stimuli can be taken in. As a
result, people engage in selective perception but the process is affected by personal interests,
background experience and attitude of the perceiver. For ex. If a person had an unpleasant
experience with food in Thai restaurant, it will not be hard for him to perceived Thai people
negatively.

2.halo effect-halo effects occurs when one attribute of a person or situation is used to develop an
overall impression of the person or situation.

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Topic 6:Introduction
__________________________________________________________

Topic 7:Introduction
__________________________________________________________

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Topic 8:Introduction
__________________________________________________________

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Midterm Quiz:
__________________________________________________________
Name: ________________ Date: _______________
Course: ________________ Subject: _______________
Instructor: ________________ Score: _______________

Midterm Exam:
__________________________________________________________
Name: ________________ Date: _______________
Course: ________________ Subject: _______________
Instructor: ________________ Score: _______________

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Topic 9:Introduction
__________________________________________________________

Topic 10:Introduction

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__________________________________________________________

Topic 11:Introduction
__________________________________________________________

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Topic 12:Introduction
__________________________________________________________

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Semi-Final Quiz:
__________________________________________________________
Name: ________________ Date: _______________
Course: ________________ Subject: _______________
Instructor: ________________ Score: _______________

Semi-Final Exam:
__________________________________________________________
Name: ________________ Date: _______________
Course: ________________ Subject: _______________
Instructor: ________________ Score: _______________

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Topic 13:Introduction
__________________________________________________________

Topic 14:Introduction
__________________________________________________________

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Topic 15:Introduction
__________________________________________________________

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Topic 16:Introduction
__________________________________________________________

Finals Quiz:

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__________________________________________________________
Name: ________________ Date: _______________
Course: ________________ Subject: _______________
Instructor: ________________ Score: _______________

Finals Exam:
__________________________________________________________
Name: ________________ Date: _______________
Course: ________________ Subject: _______________
Instructor: ________________ Score: _______________

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First Semester 2020/ Administrative Office Management Page | 26