Discuss the Advantages and Disadvantages of Using Short-Cuts in an Organisational Setting free essay sample

Topic 4 – Discuss the advantages and disadvantages of using short-cuts in an organisational setting The shortcuts in organisations are used for valuating the characteristics of co-workers. In organisations, the managers are always assessing their employees, also the make judge about their employees performance and efficiency at work. The perception of individuals may derive from the time environment, mentality, purposes, and history of the perceiver. The great significance in perception takes place the appearance, personality and their attitude. The most important perception in the processing of an organisation is the managements perception on employees. The managers take control and make significant decisions, and also control the organizations behavior. Thus, managers are required to make the best possible decisions to profit their organization in order to make the best decisions. Every decision a manager makes have to have a positive or negative effects organization behavior. If a manager makes negative decisions the employees will not be satisfied. Unsatisfied employees may lead to ineffective feedback for the company. Managers must acknowledge that each individual has their own biases; also the managers need to know and understand how the perception explains, predicts and influences behavior. The other important factor the managers may consider that people sometimes create their own perception. There are the positive and negative effects of using perceptive shortcuts in judging others. Milbourne, (2001) The perceptive shortcuts may affect the quality of a person’s decision making and performance. According to Robbins, (2008) the most frequently used shortcuts are based on: the First the frequently used shortcut in judgment is selective perception, where interpretation based on ones expectation. The second shortcut is Halo effect, where a manager hires only attractive people claiming attractive people work more productively. The third is contrast effect, where a leader of team fires an employees because compared to everyone else he is the only employees that dresses differently. The fourth is projection, where a management provides all their employees a suspension in pay because one employee is caught embezzling business revenue. The final frequently used shortcut in judgment is stereotyping, where the manager does not hire a woman as a constructor because it is popularly believed that the women co not do hard labor work. These five frequently used shortcuts may negatively and positively affect the judgment of people. Milbourne, (2001) Thus, if the person comes to contact with another person one may perceive that person makes a quick judgment about this person. Quick judgments are also based on the individual’s appearance, age, sex, and nationality. Basically, the shortcuts in judging others are not based on factual information of the person who is being judged. The majority of the information the person quickly interprets of another person that may lead to improper conclusion. The perception shortcuts can affect the quality of individual decision making and achievement. What is why the effective manager has to predict and recognize a distortion of information in proper time. () However, a strong organizational culture should be the one where the majority of co-workers have same basic beliefs and values that applies to the organization. The people in this group may follow the perceived rules and ethical procedures that are basic to the organization, even if those values are not stated by the organization. The same goals in the majority of people may lead to be extremely valuable for building a team where all the participants are working as a team that may lead to improvement and efficiency in organisation. Further, the manger has to asses their employee’s performance. So, these days specific application of shortcuts in judgment others plays significant role in organisations. All five frequently used shortcuts mentioned above may occur in organisation, when the manager assesses the productivity and effectiveness of the existed employees or their applicants. The main applications of shortcut in organisations are: the first is employment interview, the second is performance expectation, the third is ethic profiling and the final is the performance evaluation. Robbins, 2008) The first application of shortcuts in organisation is the employment interview plays a most significant role in organisation. Human resources managers see for the efficient, productive and not very expensive people. At employment interview the interviewer make perceptual judgment that is not often equals their expectation. However, if the manager has high skills and express knowledge of individual characteristic s allows to the manager to interview quickly that is beneficial for some organisations. For instance, Human Recourse organisations (HR), where the interviewer need to interview a lot of people a day. Another advantageous factor for the organisation is if the interviewer would group the people with similar characteristics that can help the interviewer to extract the needful specialized applicant’s quickly. Such process may create simultaneous atmosphere in organisation where the employees have a similar behavior and skills in organisation. In contrast, the negative effects may occur when the interviewer have limited information of applicant and can hire a person not suited for a particular position. For example, the negative affect on judgment may occur when the applicant is overweight person because in the people’s minds the fat person is less productive, so the Human Recourses manager would reject such application. In deed, they probably lost a very proficient manager who is welcome in powerful companies. Moreover, the negative effect may be seen when grouping people have the same characteristic may also lead to distort perception of the applicant. The manager strives to judge candidates accurately. Nevertheless the researchers insist that this task may not be as simple as it seems, for this reason the manager any way takes risk. Interviews have often been criticized because they fail to select suitable people for the job vacancies. Finally, when interviewer percepts that the applicant as similar as them they may expect in future the different responds. (Milbourne, 2001) The second application of shortcuts in organisation is the performance; where there is perceptions are at workplace. More detailed, when the manager can assess how effective people will work. This kind of process called self-fulfilling prophecy, where someone’s expectations tend employees to behave in manner that is expected from them. The positive form of self-fulfilling prophecy is when manager hold a high expectation of employees tends to improve their performance. This calls as the Pygmalion effect, where the people are encouraged to reach the high potential of success. The managers who believed in high potential their workers actual lead to the positive results at the and. However, the negative form of self-fulfilling prophecy when is the team leader have low expectation of success their co-workers that lead to poor performance. That process is called Golem effect. For instant, the manager expects the poor performance of employees, whereby the workers perform poorly and they would not work effectively due to poor expectation of their manger. Nevertheless, in female was found that the low performance may lead to the opposite effect, where the girls who are expected to perform poorly can be kept from doing so by being led to believe that success is possible. Consequently, in this application of shortcuts the managers have to encourage the Pygmalion effect and discourage the Golem effect. Rowe O’Brien (2002). The third application of shortcuts in organisation may occur in ethnic profiling. Ethnic profiling occurs when the applicant is assed on the basis of his or her race and ethnicity. In this case, the manager uses the stereotyping perception to profile for instance Arab-looking man. After terrorist attacks in New York the majority op people believe that if the applicant is Arab-looking man that means that he probably belongs to terrorist group. Ethnic profiling is contrary to the value our society places on diversity and freedom from discrimination based on racial, ethnic, religious, age. In this case, the ethnic profiling may have the negative effect in judgment the applicant at job interview because the manager may come to wrong conclusions. Not all people of a similar race act the same no matter what the race is. Another negative factor occurs when co-workers do not understand why the Arab people dress differently and for that reason there is the suspicious atmosphere among the team members. This atmosphere in organisation may lead to distrust and conflicts and also reduce the job satisfaction for ethnical minorities. Robbins (2008) Thus, ethnic profiling leads to discrimination and humiliation of ethnical minorities. However, these days the organisations establish the policies and rights of individuals that could work against the discrimination at work. Organisations arrange the various diversity training programs, where employees may learn how to behave in multinational group. Consequently, the organisation strives to exclude the profiling among the team members and employ more sensitive employees who respect the multinational climate at work. The final application of shortcuts in organisation is performance evaluation. It is a process of job analysis when the manager assesses the employee’s work over a period of time. The history data of difficulties and distastes provides opportunities to understand that jobs staff have to do and the working conditions under which they have to do them. Without such an understanding the manager is less able to assess the valid performance of staff, including recognition of the absentee and lazy employees. Unfortunately not all performance assessment processes may create a negative experience for both the employee and the manager. Nevertheless, these days the organisations have very good knowledge how accurately to value the employee’s job performance. So, the advantages of doing performance evaluation in organisation are that the manger may record the performance over the time and discuss performance with an employee. Moreover, when the manger provide the employee with feedback about their performance and how they completed their goals that lead to encouragement to do better performance and have a clear picture of expectations of their manager. Also, the performance appraisal offers an opportunity to think about the upcoming year and develop employee goals. Finally, it can be motivational with the support of a good reward and compensation system. However, the disadvantages of performance appraisal may occur the valuation has not done appropriately that can lead to negative experience. If a manager does not keep notes and not records of employee performance they may not be successful in perspective. The employees may do not change their performance and do not strive to achieve better fulfillment. Further more, the time consuming can also bring the negative effect on job appraisal, especially for a manger with many workers, when he can not observe everything in same time due to business and may come to wrong conclusion. Another negative affect occurs in situation when the manager discourages staff. The process needs to have the potential among the team members, for instance the organisation may provide a positive reinforcement and also provide the premium on year’s worth of accomplishments. So, the organizations that do not have strong performance management systems can have a negative effect on both employees and managers. Consequently, the evaluation performance provides the organisation to create a strategic plan that can lead to the achievement of business goals. () To sum up above said, it is extremely important for organisations to understand perception, how ones perception of other people has influence on organizational behavior. Moreover the organisation has to distinguish the positive and negative effects of using perceptive shortcuts when judging employees. For the reason that the negative effect causes to inaccurate conclusions without seeing the bigger picture by focusing on particular interests and bias and also can affect the level of fulfillment of obligations and cooperation of employees. Consequently, the effective manager has to make the best possible decisions, consider all negative factors of the shortcuts in order to provide a favorable atmosphere at the work place that lead to the better achievement of their business goals.