Perception and Biases of Employees in Organisation
Everything about yourself affects how you see things in your day to day life. Your beliefs, your attitudes, your experiences all shift your point of view in a way that is specific to you. This can sometimes be a good thing, as a different perspective on a topic or task can allow group members to find multiple solutions. However, it can be negative if your perception of things begins to cloud your judgement or is severely altered from what it should be. The concepts of perception and attribution are things we encounter every day without realizing it. In a working environment, they can make significant differences in how things are done individually and in groups.
Perception is simply defined as how a person sees the world around them and how they interpret that information. It's a subconscious things that the mind does and is contingent on your ability to pay attention to your surroundings and your existing knowledge.
Leaders need to recognize that unconscious or hidden biases can influence all the decisions made at the highest level in the organization on a daily basis. If individuals do not recognize these biases, then they can do irreparable harm in the decisions and choices made in the workplace.
There are a few well known biases that directly impact our everyday experiences and influences our decisions in the workplace. There are Confirmation Bias, Affinity, Halo Bias, Perception and Group Think Bias.
• Build trusting and meaningful relationships with people who do not belong to your social circle or in-group. This takes time.
• Develop a sense of awareness about your personal biases and how they might influence your daily decision making in the workplace or the activities you might be involved with in your community.
• Leaders must make a commitment and a concerted effort to engage with people from different cultures and backgrounds.
• Check your own biases. Ask yourself the difficult question about why you may dislike a particular group of people.
• Examine recruitment data and check for patterns of concealed biases. People often choose individuals that they might have some affinity with.
• Updating policies are critical to changing attitudes and championing inclusivity in organizations. Those practices that could be perceived as gender, age, religion bias, or discriminating against those with mental health issues in the workplace, need to be addressed. Each employee may self-identify in what is regarded as a ‘unconventional’ category and that has to be respected.
Once a decision has been made to engage a person from a diverse background, their onboarding must be given careful consideration. They must be given full orientation into the organization. Most organizations have unwritten rules about “the way we do things around here.” To avoid assumptions and judgments, the organization must make every effort to inform existing employees about the recruitment, their culture or identity in a positive manner which would be seen as an advantage to the organization.
Every organization is unique and may experience unconscious bias differently but ought to be done respectfully and that values differences.
Ishika Jain
HR Manager
AirCrews Aviation Pvt Ltd
www.aircrewsaviation.com
8860107127
ishikajain.aircrews@gmail.com
http://ishikajain.vcardinfo.com
https://www.linkedin.com/in/ishika-jain-5aa957182
https://www.facebook.com/ishika.9203
https://www.portrait-business-woman.com/2020/08/ishika-jain.html
https://aerosoftin.blogspot.com/2020/09/perception-and-biases-of-employees-in.html
Perception and Biases of Employees in Organisation
@Ishika Jain HR Manager AirCrews Aviation Pvt Ltd
#Cultural #Celebrations #Organisations #Importance Work-Life, #Balance #Myth, #Reality #Employee, #Retention, #Ways, #Reasons, #Leave, #Organizations #Learning, #Development
Everything about yourself affects how you see things in your day to day life. Your beliefs, your attitudes, your experiences all shift your point of view in a way that is specific to you. This can sometimes be a good thing, as a different perspective on a topic or task can allow group members to find multiple solutions. However, it can be negative if your perception of things begins to cloud your judgement or is severely altered from what it should be. The concepts of perception and attribution are things we encounter every day without realizing it. In a working environment, they can make significant differences in how things are done individually and in groups.
Perception is simply defined as how a person sees the world around them and how they interpret that information. It's a subconscious things that the mind does and is contingent on your ability to pay attention to your surroundings and your existing knowledge.
Leaders need to recognize that unconscious or hidden biases can influence all the decisions made at the highest level in the organization on a daily basis. If individuals do not recognize these biases, then they can do irreparable harm in the decisions and choices made in the workplace.
There are a few well known biases that directly impact our everyday experiences and influences our decisions in the workplace. There are Confirmation Bias, Affinity, Halo Bias, Perception and Group Think Bias.
• Build trusting and meaningful relationships with people who do not belong to your social circle or in-group. This takes time.
• Develop a sense of awareness about your personal biases and how they might influence your daily decision making in the workplace or the activities you might be involved with in your community.
• Leaders must make a commitment and a concerted effort to engage with people from different cultures and backgrounds.
• Check your own biases. Ask yourself the difficult question about why you may dislike a particular group of people.
• Examine recruitment data and check for patterns of concealed biases. People often choose individuals that they might have some affinity with.
• Updating policies are critical to changing attitudes and championing inclusivity in organizations. Those practices that could be perceived as gender, age, religion bias, or discriminating against those with mental health issues in the workplace, need to be addressed. Each employee may self-identify in what is regarded as a ‘unconventional’ category and that has to be respected.
Once a decision has been made to engage a person from a diverse background, their onboarding must be given careful consideration. They must be given full orientation into the organization. Most organizations have unwritten rules about “the way we do things around here.” To avoid assumptions and judgments, the organization must make every effort to inform existing employees about the recruitment, their culture or identity in a positive manner which would be seen as an advantage to the organization.
Every organization is unique and may experience unconscious bias differently but ought to be done respectfully and that values differences.
Ishika Jain
HR Manager
AirCrews Aviation Pvt Ltd
www.aircrewsaviation.com
8860107127
ishikajain.aircrews@gmail.com
http://ishikajain.vcardinfo.com
https://www.linkedin.com/in/ishika-jain-5aa957182
https://www.facebook.com/ishika.9203
https://www.portrait-business-woman.com/2020/08/ishika-jain.html
https://aerosoftin.blogspot.com/2020/09/perception-and-biases-of-employees-in.html
Perception and Biases of Employees in Organisation
@Ishika Jain HR Manager AirCrews Aviation Pvt Ltd
#Cultural #Celebrations #Organisations #Importance Work-Life, #Balance #Myth, #Reality #Employee, #Retention, #Ways, #Reasons, #Leave, #Organizations #Learning, #Development
