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johns_ob_6e_ebook_ch03 - Chapter 3 P erception Attribution...

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Perception, Attribution, and Judgment of Others In 1991, Bank of Montreal (BMO) executives discovered an alarming statistic. Although women made up 75 percent of the com- pany’s workforce, only 9 percent were in executive positions, and 13 percent were in senior management positions. Overall, 91 percent of the company’s women employees were in nonmanagement posi- tions. CEO Tony Comper described the bank’s performance in achieving equality for women as “dismal.” In order to address this problem, the executives created a Task Force on the Advancement of Women to identify and break down the barriers to women’s advancement and to develop an action plan. Members of the task force interviewed almost 300 employees and conducted the company’s largest employee survey ever, with more than 9,000 responses. Based on the results, the task force identified three major barriers to women’s advancement. First, it was found that many employees in the com- pany had false assumptions about women. In fact, a key finding was that women were not advancing because of stereotypical attitudes, myths, and “conventional wisdom.” For example, women at the bank were perceived as either too young or too old to compete with men for promotions. They were seen as less committed to their careers because they have babies and leave the bank while their children are young. It was believed that more women needed to be better educated to compete in significant numbers with men and that women don’t have the “the right stuff” to compete for more senior jobs. Second, the task force discovered that the bank had failed to provide B a n k o f M o n t r e a l Learning Objectives After reading Chapter 3, you should be able to: 1 Define perception and discuss some of the general factors that influence perception. 2 Explain Bruner’s model of the perceptual process and describe the main biases in person perception. 3 Describe how people form attributions about the causes of behaviour. 4 Discuss various biases in attribution. 5 Discuss the concepts of workforce diversity and valuing diversity. 6 Discuss how racial, ethnic, gender, and age stereotypes affect organizational behaviour and what organizations can do to manage diversity. 7 Define trust perceptions and perceived orga- nizational support and discuss how organiza- tions can foster positive perceptions of trust and support. 8 Discuss how perception and perceptual biases affect the outcomes of selection interviews and performance appraisals and describe some techniques to improve the accuracy of them. C h a p t e r 3
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67 The Bank of Montreal has received many awards for its Workplace Equality Programs since 1990 when CEO Tony Comper made a commitment to give all employees equal opportunity to reach their career potential. Today, the BMO is a model for how to tie workplace diversity to business success.
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