Joe Salatino Case Study

Joe Salatino Case Study

Answer 1

Perception is the process by which the individual selects, organizes, interprets and responds to information. Employees are constantly exposed to a variety of information, whether from personal experience or from co workers. However this information is obtained, this information is processed in their minds and organized to form concepts pertaining to what is sensed or experienced. There are two main factors that influence what an individual perceives: External factors and Internal Factors. (Hellriegel 2011)

Extenal factors are factors that come from culture rather than personal observation, that enable perception and includes: (a) Size, the larger the object); (b) Intensity, the more intense an external factor, like bright lights and loud noises; (c) Contrast, factors that stand out. These are unexpected, therefore, more noticeable; (d) Motion, a moving factor stands out more from a stationay factor; and (e) Repetetion, a repeated factor tha will eventually stand out.

Internal factors are factors that influence what the individual sees. Three types of internal factors that affect what a person perceives are: (a) Personality, (b) Learning and (c) Motivation.

Person Perception is the process by which an individual attributes characteristics or tratits to other people. Many people perceive others based on information told to them by other people and at that point the damage has been done. When prejudgement has been done, the is call a perceptual error. However, to prevent forming perceptions of a coworker, the individual should try to understand the cause of their own and others' behaviors. This is called the attribution process. (Richmond 2009)

As president of GNA, Joe should make sure that the employees have a little understanding of perception and attributes, Joe could address the importance of these by having training that explains these perceptions and attibutes, and provide real- world examples. Then in the training, it would be a good idea to get the employees engaged. Even after the training is over, Joe could revisit the topic with the group on a periodic basis; A more needed basis if they is conflict among the twenty employees. (Jones 2008 )

I think is because the Joe's employees may be more effective by building relationships of trust with customers. Joe could do an analysis of the organizational culture of his own company with them. Anonymously or directly he could ask their employees what is the perception they have about the Company. After that ask what in their opinion may have generated this perception .

Answer2

In Joe's situation with his employees, the most appropriate learning theory would be the operant conditioning learning theory. Operant Condition, sometimes referred to as instrumental conditioning, is a method of learning that occurs through rewards and punishments for behavior. Operant conditioning has been defined also as a process by which individuals learn voluntary behavior. Voluntary behaviors are called operands because they operate, or have some influence on the environment. What this means is, an individual's capability can be influenced by reinforcements from their leader. If the reinforcements are negative, then the employee ...