Organizational Management Assignment Sample

Running head: MANAGING ORGANIZATIONS
Managing organizations
Name of the Student:
Name of the University:
Author’s note:

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MANAGING ORGANIZATIONS
Introduction
The background of the study is on the role played by perception, and attributes on the
decision-making procedure of the organization. In accordance with Vázquez-Diez et al. (2016),
the managers offer performance to other individuals based on their perception regarding the
individuals. In this context, it can be stated that perceptual errors might create a negative impact
on the decision-making process. It has been observed that a wrong perception of the
organisational managers might drive them to draw the generalized perception of a person.
appraisals. According to Plutarco, Freitas nd Mota (2015) this kind of judgement is done by
managers after assessing a single characteristic trait of this person. It has been observed that
stereotyping also plays a significant role in the decision-making process. It has been observed
that stereotyping also plays a significant role in the decision-making procedure of any
organization. The thesis statement is perceptual errors, biases along with attributes adversely
affects the decision-making procedure of any organization. The scope of the essay is to
understand the importance of perceptual errors, biases and attributes on the decision-making
procedure of the organization. It has been observed that inaccurate perceptions, biased attitudes
as well as attributes delays the decision-making process. Sometimes the wrong perceptions,
biasness and attributes drives the management of the organization to undertake wrong decision.
As a result, productivity of the organization gets hampered in the due process. The outline of
the essay is to examine the impact of perpetual errors, biases and attributes on an organizational
decision-making procedure has been discussed. In this study, the concept of perpetual errors,
stereotyping and attributes are discussed in a precise manner. This study sheds light on various
theories of perception and attributes are discussed. In addition to this, the application of these
theories on managerial decisions in the context of Woolworths, Wesfarmers and Metcash are

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covered in this particular study. The following paragraphs will shed light on positive and
negative impact on the organizational decision-making procedure. Apart from this, possible ways
for improving the HR management are briefly explained in this particular study. This study will
identify the key barriers, which restricts the managers to maintain perpetual accuracy in their
decision-making process based on which developments would be made by the HR managers
working at Woolworths.
Discussion
In accordance with the opinion of Vázquez-Diez et al. (2016), perception refers to the
procedure of recognizing as well as interpreting the sensory stimuli. In other words,
Oettershagen et al. (2016) commented that perception is used for representing as well as getting
an idea of the information or an environment. Mistakes committed by the individuals at the time
of interpreting information is termed as perpetual errors. Therefore, illusion is a kind of
perceptual distortion. From the perspective of Chappell et al. (2016), Illusion does not exist in
the reality. It has been observed that stereotyping can be explained as the judgements of the
individuals, which are based on beliefs of the group membership. Stereotyping allows the
managers working at Woolworths to maintain a consistency throughout the decision-making
processes.
In accordance with Chappell et al. (2016), perpetual biases are the systematic mistakes
committed by people at the time of perceiving others. In most of the cases, it has been observed
that perception is the main reason of conflict.

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It is seen that in case of fundamental attribution error people tend to put importance
inherent characteristics instead of putting emphasis on the external factors at the time of
describing another individual’s behavior in the given circumstance.
It has been observed that these generalized perceptions can positive or negative. In the opinion of
Small et al. (2016), halo effect can be explained as the individual’s tendency to judge a person
after assessing a single characteristic of the respective individual. Moreover, Calegari, Sibley
and Turner (2015) commented that this judgement can be favorable or unfavorable. Harvey et al.
(2014) argue that attribution is a procedure where organisational managers draw conclusions
regarding the factors, which impacts on each other’s behavior. It is seen that personal disposition
as well as situational disposition are two different kinds of attributions.
As per the concept of Kelleys’s theory of casual attribution, information, agreement,
distinctiveness as well as consistency, are the sources responsible for influencing making
judgements of behavior of other person. It has been noticed that agreement is the extent to which
the behavior of another person is same like the behavior of the observed individual (Plutarco,
Freitas and Mota, 2015). Consistency can be defined as the extent to which the observed
individuals begins behaving in the similar way on the similar occasions (Shaver, 2016).
Distinctiveness can be described as the extent to which the observed individuals starts behaving
similarly on the different occasions. Fiske (2018) commented that managers working at the
supermarket chain of Australia are to some extent behaving similarly on different occasions. This
theory has been used in this study because it will help us to understand how perceptual errors,
biased attitudes negatively impacts on the management’s decision-making process. It also helps
in understanding how information, agreement, consistency along with distinctiveness adversely