Managing Stereotyping and Biases in Organizations

This assignment delves into the consequences of stereotyping and biases in organizations, including their effects on managerial decision-making. It reviews scholarly works to provide a clear understanding of these issues and proposes strategies for managing perceptions and mitigating biases.

Running head: PERPETUAL ERRORS, ATTRIBUTION AND BIASES
Perpetual errors, attribution and biases
Name of the university
Name of the student
Author note

1PERPETUAL ERRORS, ATTRIBUTION AND BIASES
Introduction
Perpetual errors, attribution and biases have a significant impact on the decision taking
ability of the managers. The attributions and perceptions of individuals influence on the behavior
of them in an organization (McShane and Von Glinow 2013). Perception refers to the way by
which individuals analyze, arrange and then interpret the information of sensors. On the other
hand attribution alludes to the way through which the people act also it determines the reaction
of the individuals to the actions of others (Miner 2015). Accurate perception let the employees to
interpret effectively whatever they hear and see in the workplace towards the decision making
ability and ability to complete assigned tasks and the act ethically. Inappropriate perception of
the business individuals creates consequences within the organizations. Stereotyping is one of
such consequences that encourage individuals towards making of the assumption. Individuals
find it difficult adjust with such an organizational environment which is unfamiliar (Luthans,
Luthans and Luthans 2015). Efficient business individuals handle such issues with their
ideologies while clearly states the benefits of their position to others. People have a tendency to
react to any situation based on their perception that has caused the events. Attribution can also be
inappropriate like perceptions (Baum, Frese and Baron 2014). Diversity training can be provided
by organizations in order to ensure appropriate attribution. In order to discuss the background of
information, it deserves mention that the study of human behavior within the organizational
setting is considered as the organizational behavior. The study of interface among the
organization and the behavior of the business professionals also fall under the organizational
behavior (Argyris 2017). The concept of organizational behavior was recognized by the Chester
Barnard. He identified business professional with different behavior while serving for their role

2PERPETUAL ERRORS, ATTRIBUTION AND BIASES
in the organization. The researchers who study organizational behavior mainly focuses on the
behavior of the business professionals for their role in the organization (Barrick, Mount and Li
2013). The primary purpose of the organizational behavior is to reinvigorate the theory of
organization and develop a more integrated concept of organizational life. The main purpose of
the study is discuss the importance of perpetual errors, biases and attribution in managerial
decision making. Thus it must be mentioned that several developments have influenced
organizational behavior in relation to several disciplines that includes industrial or organizational
psychology, sociology and economics. Duringindustrial revolution of 1760s, new techniques of
manufacturing were the result of the innovation of new technologies (Baum, Frese and Baron
2014). The scholar Max Weber claimed that industrial revolution heavily impacted on the
efficiency of the workers as it promoted mechanization. The paper will discuss the strategies
through which the perception of the individuals can be managed by reviewing few research
works.According to several researches, organizational behavior is a traditional model as every
civilization at some point of time has taken interest in behavioral attributes within the industry
(McShane and Von Glinow 2013).Some researches opined that organizational behavior is a
phenomena which developed as the practices of new management which is nothing but the re-
adaptation of the old management that was already existing. In this regard the contribution of
Robert Owen cannot be ignored as he was the first industrialist who recognized the drastic
negative effect of the mechanization on the value of workers. Therefore to outline the study, the
paper will critically analyze different theories of organizational behavior in order to give a clear
understanding of effect of perpetual errors, attribution and biases on managerial decision. It gives
an overview of the concept ofperpetual errors, attribution and biases within the organizational
setting. As the main part of the study, different scholar works will be reviewed in the study.

3PERPETUAL ERRORS, ATTRIBUTION AND BIASES
Discussion
Internationaljournalssrg.org 2018, argues that the personality and perception have the
most significant impact on organizational behavior. Individual’s thinking pattern and thus their
behavior have a significant impact on the overall aspects of organizational behavior in the work
place (Internationaljournalssrg.org2018). The personality of business individuals influence the
fact that how they behave in a particular situation. Personality mainly influence on the trait of
decision making (Hogan 2017). Thus, the study exclusively sheds light on the interpersonal skills
and its effects on the behavior of business professionals. The interpersonal skills, leadership
traits of business individuals have a strong influence on motivation, performance and leadership
qualities of employees (Barrick, Mount and Li 2013). Therefore the Paper states that the business
individuals especially those who are in the top notch positions in an organization, need to
understand the role of personality on organizational behavior. More specifically, how personality
affects business professionals while making decisions, managing the workforce and managing
the overall business operations (Hogan 2017).
The paper begins with discussing the importance of personality and the situations under
which the personality influences business individuals. According to the study, in order to
understand the influence of personality, the business professionals required to study in mainly
three different areas: personality, organizational behavior and the relation between these two
aspects (Barrick, Mount and Li 2013). Thus the paper begins with analyzing the organizational
behavior and personality and then concludes with discussing the relationship between these two
(Internationaljournalssrg.org 2018).
Kelly’s theory of casual attribution suggests that decision making is an essential tari of
organizational behavior. Thus benefits as well as the limitations of the groups or teams paly a

4PERPETUAL ERRORS, ATTRIBUTION AND BIASES
major role in decision making. Along with that it also discusses the factors for which most of the
employee’s forms informal groups. The book elaborates how a model of team can be effectively
designed. Several factors that affect the team effectiveness are task characteristics, team
composition and team size (Sun, Xu and Shang 2014). In the discussion, the paper also
highlighted the four processes of team. The processes are team development, cohesion, trust and
norms which influence the effectiveness of the team. During the overall discussion, it also sheds
light on the factors that are required for the success of team which is self-directed, virtual and
multicultural. The four constraints have been identified which have a strong influence on
decision making of the team. The advantages as well as the disadvantages of the four structures
have also been mentioned so that the decision making ability of the team can be improved.
Moreover the book discusses the growing importance of team in organizations and the reason
behind its growing importance.
The application is seen in the strategic management of Tesco. The employyes of Tesco
do not get the opportunity to present their point of view before the higher authority which result
in their moral disappointment, lack of willness to work and so on. In this regard, it is advisable
for the management to introduce Wiener–Kolmogorov filtering theory in their workplace. The
purpose of the theory is to compute an unknown signal’s statistical estimate by the use a related
signal. According to Wiener, mangers by using his theory will be able to solve complex
situations and take decisions accordingly.
StuDocu 2018 evaluates the ways through which an organization can enhance their
potential in order to increase the effectiveness of the organization. The book also evaluated other
aspects of team dynamics. The discussion starts with defining the term ‘team’, while analyzing
why most of the organization prefers having teams and why employees forms informal teams or

5PERPETUAL ERRORS, ATTRIBUTION AND BIASES
groups within an organizational setting (Nederveen Pieterse, Van Knippenberg and Van
Dierendonck 2013). A large part of this discussion examines a model of effective team. This
model of effective team includes organizational environment, structure of the team and the
overall process of the team developing along with norms, trust and cohesion. The study thus put
a special attention on the two specific kinds of teams. One is self-directed team and other is
virtual team. The discussion ends with the close look at the challenges of decision making
process of team and thus the strategies to make the team decisions more effective.
Srivastava 2013,explores the connection between organizational commitment and job
satisfaction meanwhile evaluating the impacts of Trust and Locus of Control on the connection
between these two above mentioned aspects. In order to carry out the study, research was
conducted on the 247 mangers that are of middle level positions. The study used four validated
instruments in order to carry out the research.
Different statistical tools like descriptive statistics, hierarchical regression analysis have
been used in order to analyze the data which were collected. According to the study, the
organizational commitment and job satisfaction have a strong connection between them.
Additionally, the paper also highlighted that the relation between organizational and job
satisfaction has been moderated by the locus and trust of control. The study suggests that the
findings of the research might help the maker of the policy as well as the administrators to
understand the effectiveness of the managerial operations from the point of view of personal
traits. According to the suggestion of the study, the mangers can give extra efforts in order to
explore their perception towards their own self and their roles. This study can be highly
beneficial for the future endeavors, which will guide them to explore more and research towards
the understanding of the relation between the organizational commitment and job satisfaction.

6PERPETUAL ERRORS, ATTRIBUTION AND BIASES
Kim, Hsu and de 2013, was carried out with the objective of discovering the effect of
five personality traits on the on the behavior of the seeking information. Themain purpose of the
study is to highlight the use of social media and its effect on the network heterogeneity of
discussion of individuals. In the study the moderating role of the trait of personality is examined.
Results of the study suggest that the usage of social media contributes to the civic life’s
heterogeneity of discussion of activities and networks. The study additionally, evaluated and
discovered that personality traits like openness and extraversion moderate social media’s impact
on the heterogeneity of discussion of activities and networks as well as on the civic participation.
The paper figures out that the social media played a crucial role by means of contributing
towards the civic participation and the heterogeneity of discussion of activities and networks
which is way greater for the persons who are introverted and have the personality trait of less
openness. Thus, the study exclusively sheds light on the interpersonal skills and its effects on the
behavior of business professionals. The interpersonal skills, leadership traits of business
individuals have a strong influence on motivation, performance and leadership qualities of
employees. The personality of business individuals influence the fact that how they react or
behave in a particular situation. Personality mainly influence on the trait of decision making.
Thus, the study exclusively sheds light on the interpersonal skills and its effects on the behavior
of business professionals. As per the study, in order to understand the influence of personality,
the business professionals required to study in mainly three different areas: personality,
organizational behavior and the relation between these two aspects. The study mainly focused on
discussing the importance of personality.

7PERPETUAL ERRORS, ATTRIBUTION AND BIASES
Conclusion
To conclude, it will be very right to state that the perpetual errors, attribution and biases
have a crucial impact on the decision taking ability of the managers. The attributions and
perceptions of individuals influence on the behavior of them in an organization. Perception refers
to the way by which individuals analyze, arrange and then interpret the information of sensors.
On the other hand attribution alludes to the way through which the people act also it determines
the reaction of the individuals to the actions of others. Accurate perception let the employees to
interpret effectively whatever they hear and see in the workplace towards the decision making
ability and ability to complete assigned tasks and the act ethically. Inappropriate perception of
the business individuals creates consequences within the organizations. Stereotyping is one of
such consequences that encourage individuals towards making of the assumption. The paper
discussed the strategies through which the perception of the individuals can be managed. It
critically analyzed different theories of organizational behavior in order to give a clear
understanding of effect of perpetual errors, attribution and biases on managerial decision.
Therefore different scholar works were reviewed in the study.

8PERPETUAL ERRORS, ATTRIBUTION AND BIASES
References
Argyris, C., 2017. Integrating the Individual and the Organization. Routledge.
Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role
of personality, higher-order goals, and job characteristics. Academy of management
review, 38(1), pp.132-153.
Baum, J.R., Frese, M. and Baron, R.A., 2014. Born to be an entrepreneur? Revisiting the
personality approach to entrepreneurship. In The psychology of entrepreneurship (pp. 73-98).
Psychology Press.
Carley, K.M. and Prietula, M.J., 2014. The" virtual design team": Simulating how organization
structure and information processing tools affect team performance. In Computational
organization theory (pp. 19-36). Psychology Press.
Hogan, R., 2017. Personality and the fate of organizations. Psychology Press.
Internationaljournalssrg.org. (2018). [online] Available at:
http://www.internationaljournalssrg.org/IJHSS/2015/Special-Issues/EFES/IJHSS-EFES-
P102.pdf [Accessed 30 Apr. 2018].
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kim, Y., Hsu, S.H. and de Zúñiga, H.G., 2013. Influence of social media use on discussion
network heterogeneity and civic engagement: The moderating role of personality traits. Journal
of Communication, 63(3), pp.498-516.

9PERPETUAL ERRORS, ATTRIBUTION AND BIASES
Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational Behavior: An
evidencebased approach. IAP.
McShane, S. and Von Glinow, M., 2013. M Organizational Behavior. New York, New York:
McGraw-Hill/Irwin.
Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership.
Routledge.
Nederveen Pieterse, A., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity
and team performance: The role of team member goal orientation. Academy of management
journal, 56(3), pp.782-804.
Srivastava, S., 2013. Job satisfaction and organizational commitment relationship: Effect of
personality variables. Vision, 17(2), pp.159-167.
StuDocu. (2018). Organisational Behaviour 5e; Emerging Knowledge. Global Insights -
StuDocu. [online] Available at: https://www.studocu.com/en/document/university-of-
melbourne/bachelor-of-commerce/book-solutions/organisational-behaviour-5e-emerging-
knowledge-global-insights/1424596/view [Accessed 30 Apr. 2018].
Sun, W., Xu, A. and Shang, Y., 2014. Transformational leadership, team climate, and team
performance within the NPD team: Evidence from China. Asia Pacific Journal of
Management, 31(1), pp.127-147.