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. Be empathetic
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 distortions that have taken place. Then analysis and reflect on both short-term and long-term effects of such actions to the workplace and organisation. Also with recommendations on how to avoid such problems and a solution to make better workplace.
1.1 Case One
This case is based on my wife’s real life experience when she was working in a five star hotel in Beijing China. She was a lobby receptionist, her duties were make sure the appropriate room assignments for guests; provide daily departure information to reservations, also maintain update hotel information for guests and handle guest enquires. However, she quit the job a month later after a little incident has happened. That was a snowing winter, my wife was taking her late lunch in the staff room. She has heard a knock sound from the parking side door while she was eating. As she the only one in the staff room, so she went to the door try to open it, but the door was locked. She told the people who was outside give her a moment to get the key unlock the door. So she went to the key box get the keys, she felt confused when she got the keys, because there were roughly twenty unlabelled keys on the key chain. Therefore, she has no idea which key is the right one, so she told the person outside once again give her some time to figure out the right key. She start tried key after another key, ten minutes later she finally opened the door and she saw one of the hotel manager standing in the snow. She start apologise for the time she has taken to unlock the door, but the manager walked pass her without a word. Two weeks later she got transferred to the laundry department, she felt unfairly treated and resigned.
1.2 Case Two
This case was based my experience working within a local finical service company. All employees work individually to provide mortgage and insurance service to our customers. But after few weeks work with the company, I realise that the employees were in two group based on their...
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