This report provides an analysis and reflection on how important that current organisations to identify the management of diversity in the workplace. Two real life examples were provided and individually discussed based on the forms of perceptual distortions by integrate relevant organisational behaviour theories.
Relevant theories have been used in discussion are perception process, selective perception, horn effect, self-fulfilling prophecy, internal attribution, stereotyping and attribution.
In results of analysed by integrate relevant theories show that both workplaces form the examples were affected by the common perceptual distortions in negative ways. In short-term, employees felt unfairly treated and depressed. In long-term, such action has caused people resigned from their current job.
The report finds that it is important for managers to avoid common perceptual distortions create a better workplace and organisation.
It is recommended:
Keep an open mind to know your employees as individuals by encourage them to express their feelings and ideas.
Avoid common perceptual distortions,
Avoid inappropriate attributions
Have a high degree of self-awareness understand what employees need and want.
Know yourself, educate yourself and employees about different cultures and groups.
In companies today, management of diversity in workplace has become more and more important. Which require managers to make sure treat all employees equally, no discrimination in their judgement. The company may gain the maximum benefits when all employees feel a part of the company that they work for.
The aim of this report is to look at the various forms of perceptual distortions in real life workplace experience by integrate relevant organisational behaviour theories. In the following report, two real life examples will be provided. I will be look at each case individually and define the problems related to perceptual
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