Idea of selective attention

Idea of discriminating heedINTRODUCTIONThis paper hopes to c all over what is discriminating attention, the types of selective attention and the issues that suffer be derived from such behavior. Some of the issues pass on be mentioned and some ordain be discussed in-depth. The paper will also cover models that will serve you, the reader, to understand the negativity that can be derived from this type of behavior, as well as airs that companies can pr suck up upt this behavior and the ways that it can slip by to demotivation. The paper will also analyze, and discuss the top hat methods by which this behavior can be combated from a business perspective.WHAT IS SELECTIVE ATTENTION?For you, the reader, to understand what selective attention is, we must(prenominal) first discuss selective perception.Role theory is important for us to be cap subject to under how we perceive early(a)s. E.M. Foster formerly wrote that there ar two types of characters and that we must be able to differentiate amid them. E.M. Foster said that the test of a round character is whether it is commensurate of surprising in a convincing way. If it never surprises then it is a flat character. If it does not convincing then it is a flat character model to be a round one. It has the incalculability of life in it.The idea of selective perception is found on the idea where one can selectively insure what one sees and hears based on the persons interest, attitude, culture and lynchpinground.Given that information, one can safely define selective attention as the ability of one (exercised unconsciously) to be able to chose from different streams of data, for the person to be concentrate on elements that they believe to be valuable and to ignore the others that they believe to be unimportant.It should also be mentioned that selective perception leads to selective attention. We hypothesize that older adults who anxiously expect, readily perceive, and intensely react to social rej ection because of their old age (i.e., cause high age-based rejection sensitivity) argon defenseless to depression and poor social functioning. This is based from the Journal of Research in record, Volume 43, Issue 3, June 2009, Pages 392-398.The basic idea, here, is that selective attention is a process in which an individual can filter one message from a mixture of messages that occur simultaneously. This level of attention also refers to the individuals capacity to maintain a cognitive or behavioural set in the blatant face of distracting or contrasting stimulis. passenger car this in straits, we can then understand how this idea or theory can incorporate the notion of freedom from distractibility.TYPES OF SELECTIVE ATTENTIONBehavior that is goal oriented requires focused attention on goal applicable stimulis. The load theory of attention suggests two mechanisms of selective attention. The first isPerceptual Selection MechanismActive mechanism of Attention meetPERCEPTUAL cream MECHANISMThis is a passive mechanism, which allows for the exclusion of irrelevant distractor stimuli. This idea is based on the perception of situations from a high perceptual load. This is where irrelevant distractor interference is prevented because the distractors be not to be perceived where there is insufficient capacity to be processed.ACTIVE MECHANISM OF ATTENTION CONTROLThis is more of an active genre, whereby the attentional ascendence is needed for the rejection of irrelevant distractors even if they are perceived (some situations may allow for a low perceptual load). This form of controls relies on higher cognitive functions, e.g. belonging memory this is required for the active maintenance of current processing priorities so that we can be sure that low-priority stimulis do not have a control of gay behavior.SELECTIVE ATTENTION AND THE ISSUES IN THE WORKPLACESelective attention has the unconscious ability to affect ones work environment whether one is aware o f it or not. Issues such asExpectationThe self fulfilling prophecyFavoritismStereotypingDemotivation of staffThese can affect both the mangers and staff, be it at the boardroom level or the ground floor of any business.THE MENTAL MODELKenneth Craik suggested in 1943 that the principal constructs small shell model that it then uses to predict events and the circumstances that the person is in. The mind constructs these mental models based on perception, imagination, or by dint of the comprehension of discourse. They can underline visual images, but they also have the ability to be abstract, so they can represent events that cannot be visualized. They are akin to the picture theory of language described in 1922 by Ludwig Wittgenstein.Bearing this in mind, one can now understand how expectations can be affected by selective attention. There is an advert on the radio right now astir(predicate) back injuries. It is about nation who move heavy loads for a living and they are pressure d by their bosses to be quick (external forces). The employee focuses on the job at hand, forgetting about personal safety. This is because the employee has a mental model or he lets the expectations of his boss get to him, hence preventing him from seeing the competitive threats that can be detrimental to him.SELF-FULFILLING soothsayingThis is based on the idea that if a person thinks that you are clever or stupid or whatever, passel will treat us they way that we feel and act. But the theory also believes that if we are tempered in a current way that we would become or act a certain way. So if one is treated like he/she is clever, they will feel clever and therefore act clever. This is known as the PYGMALION EFFECT.FAVORITISMFavoritism in the work value is one of the most Demotivation things a person can experience. In the workplace favoritism refers to someone who appears to be treated better than others and not by any means this is related to their work related performance. F avoritism in the workplace can lead to one person being promoted faster than other persons (unfairly), or being paid more than the other to do the same job, or they have longer breaks or come to work late or leave work early on a regular basis.The end result is the same they appear to be treated better than you for no sound reason. No matter the reason, the favoritism that ones colleagues are given seems to you correlates more with the fact of who they know and less to do with their ability for the job.STEREOTYPINGStereotyping is developed under certain conditions. It is based on preconceived ideas forced unto us by culture, other people experiences as well as our own. This can be payable to poor communication, escape of understanding, and misunderstanding of someone elses culture. There are different types of stereotyping such asold age ladderReligion sexualityPolitical beliefsEthnicityAGE DISCRIMINATIONAge dissimilarity or ageism is discrimination against a person or a group b ecause of their age. The term was created by gerontologist Robert N. Butler to describe discrimination against seniors. It should be mentioned that ageism does not affect only the elder members of society but it also affects the younger members of society as well. In the United res publica ageism is frequently unnoticed but if a young person is discriminated against he or she may make a claim that the said he or she has been discriminated against. He or she may file this claim under the purpose and Equality Act (Age) Regulations (2006). This act protects persons over aged 50 and over from discrimination in area of employment and education. Regulations such as these discusses age equality in regard to the hiring of new staff, how workers are treated in the work place as well as age equality in relation to the firing and redundancies and retirement as well as the educational equivalents, e.g. NVQS..racialismThis is based on the fact that a person can be discriminated against because of their color, nationality or ethnic or national origins.THREE TYPES OF RACIAL CISCRIMINATIONDirect Discrimination- this is argue discrimination for example where a specific job is available to people of a specific racial groupIndirect Discrimination -working practices, provisions or criteria created on the basis that it is disadvantageous to members of particular work groups. E.g. introducing a dress code without good reason that will discriminate against some ethnic groups. Muslims are a good example of this.Harassment the participation in or the allowing or encouraging behavior that is offensive to people e.g. making racist jokesThe Race Relation act (1976) makes it unlawful for an employer to discriminate against anyone on the basis of racial grounds. Employees are protected from racial discrimination at all stages of employment.GENDERGender discrimination or sexism has many legal consequences. Basically sexual discrimination can be loosely defined as an adverse action again st other human being. This also considered being a type of prejudiced.The United Nations says that women often experience something called the glass ceiling and that there are no societies where women are treated as equals to men. Glass ceiling is based on the idea that there are perceived barriers to the advancement in employment which is based on discriminations.The cozy Discrimination Act (1975) says that it is unlawful for any employer to discriminate against anyone based onGenderIf you are marriedIf you have had, intend to have or are having gender reassignment (this refers to someone who supervised by an doctor, who changes the persons their gender)Sexual discrimination laws cover almost all employees and all types of organizations in the U.K. the law coverRecruitmentEmployment terms and conditionsPays and benefitsStatusTrainingPromotion and transfer opportunitiesRedundancyIt also be mentioned that the Equal pay act also makes it unlawful for the employers to discriminate be tween men and women in terms of pay and conditions where they doingThe same or similar jobWork that is rated as equivalent to a job evaluation survey by the employerOr work of equal valueIn an ideal society we would like to believe that this happen but that is not necessarily true. harmonize to Catherine Rampell of The New York Times,In most jobs, the possible action between mens and womens earnings narrows greatly when you adjust for factors like career path and experience. But at the top of the income scale jobs paying more than $100,000 the salary gap between equally qualified men and women is still vast. The article also suggests that sexism can still exist even though laws are put into place to avoid such circumstances.PREVENTION IS BETTER THAN CUREFour in-depth views were given that are believed to plague an organization due to selective attention. Knowing these issues one can discuss the precautionary methods which can be used as a solution to these problems.SPALTTER VISI ONSelective attention can be prevented if we are to use this method. This where the whole view is taken into consideration based on specific elements form a perceptual field. utilize splatter vision can help with decision making and would help with the avoidance of issues such as threats and opportunities. If this is done, with an open minded approach they will be able to maintain a peripheral vision.BALANCED SCORECARDSThe balanced scorecard retains traditional financial measures. But financial measures tell the story of past events, an adequate to(predicate) story for industrial age companies for which investments in long-term capabilities and customer relationships were not critical for success. These financial measures are inadequate, however, for guiding and evaluating the journey that information age companies must make to create future value through investment in customers, suppliers, employees, processes, technology, and innovation.The scorecard has evolved from its early u ses as a simple measurement framework to a full blown part of strategic planning and management system. The balance scorecard has the ability to transform an organizations strategic planning. The scorecard helps with performance measurement whereby, employees are recognized and promoted based on performance of the past. This process, as the one before, helps overcome the barriers of favoritism and stereotyping.WORKSHOPSThrough workshops companies and managers, will be able to bridge the communication gap that humans have. If we are unaware that we are doing this then we are can hardly be held responsible for natural human behavior. Through workshops we are able to interact with colleagues in a structured environment. We will also be able to create awareness of issues that affect our daily lives. Through the workshop we will be able to help with issues such asDiversity awarenessComparison compareCreate EmpathyHelp with impression formationWorkshops are able to help with camaraderie, bring forth issues as well as to how to deal with them.ANALYSISIt is natural for humans to gravitate to other humans with characteristics similar or closest to theirs. As much as one would like to think that he/she is above it all, we cannot get away from the fact that we are humans with human faults. The Wiggins 2-dimensional model is defined by eight scale scores of the Interpersonal Adjective Scales-Revised (IAS-R). This study hypothesis that there are 4 biporal factors which can tale for the correlations among the 64 adjectives of the IAS-R. On the basis of the Cattell screen test, 5 principal components were extracted from the inter-correlations. Following a direct oblimin rotation, the rotated factors were interpreted as Agreeable-Cold-hearted, Extraverted-Introverted, Calculating-Ingenuous. Dominant-Submissive, and Shy. Thus, 4 of the hypothesized factors were confirmed. The findings suggest that a dimensional conception and the interpersonal circumplex are complementary app roaches to understanding the interpersonal behavior domain this is according to a study that conducted and published in the Personality and Individual Differences Volume 11, Issue 4, 1990, pages 423-425.Every day we size up people, be it people who we meet for a brief moment or people we know our entire lives. One can tell their mood and through perception be aware of how they are intuitive feeling and how they will react in a certain environment. Of the three issues that have been discussed I believe that stereotyping is the worst. This is because of the perception that is brought to the table without the investigatory work being done. Assumption such asAfrican Americans are lazyMuslims are terroristJews are wealthy or artisticLatinos are criminals and poorThese are assumption created by stereotyping but if we were to look closely we can see how wrong they are. For example African Americans are lazy, this a generalized statement but what is the proof to back up such a statement. J esse Jackson, Barrack Obama, Martin Luther pouf are African American who have worked hard to change the lives of Americans for betterment. Muslims are terrorist, based on the fact that the members of Al Queida belong to that faith. King Abdullah of Jordon is Muslim so does that make him a terrorist? During World War 2 Hitler believed that the Jews owned all the banks and where into theatre and the arts but Anne Franks Father owned a small fruit preservative factory. The point that I am trying to make is that people are people. They have their own personality. They have feelings.We live in the real world and we cannot label people into boxes and categories that we feel that they belong to. True story, I am from the Caribbean, but when people see me or even have to guess what part of the world I am from they would choose places like India or Pakistan. They stereotype me based on the color of my skin rather than by getting to know me or ask questions. Perception is only quarter of the game the other three quarters comes from asking questions and getting to know the people that you work with.CONCLUSIONInternal and external factors influence selective attention. We can agree that selective attention can be done consciously or unconsciously. But I think that it is done more unconsciously based on the fact that if we are not aware that we are actually playacting it. Through awareness, we can combat the issues that have been raised in this paper. Through formal systems such as the scorecard one can find a way to manage the problems that are faced but if one are not aware of the problems then how can one face them. Seminars and workshops are the best way for both manages and staff to be aware of the problems that are caused from unconscious behavior.Companies can also implement through their HR department, strategies from the early stages that will make their entire staff aware of the situations that can be created by this sort of behavior. It is the companies respon sibility to inform their staff of the laws that are there to protect people as well to make them aware of their rights as individuals as well.We know that through the self-fulfilling prophecy people can believe what they believe people believe of them. Bearing that in mind we can understand how we can change peoples perception of other people if they would only be given the correct information.Only through trial and error can one correct the issues that are part of our work environment.According to Maslows hierarchy of needs people need to have that feeling of acceptance as time passes by. Acceptance helps with the motivation of staff and the role that it relates to is the companies production. The goal of all companies is for them to produce effectively and efficiently. Motivation of staff plays a outsize in this facing the issues at hand through the methods that I have mentioned will enable make their employees aware, informed, create prevention but also it will create respect. R espect of the people who they work with and who they work. The people you work with are like your second family (if you are to think of the amount of time that you spend with them). Do we not respect our families, understand and empathize with their need and there problems. We do not stereotype our families because we know them. If we are to put this basic rule into place know people before you judge them. There is a saying never judge a book by its cover, keep that in mind the next time you meet someone newBIBLOGRAPHYInterference and Facilitation Effects during Selective Attention An H215O PET Study of Stroop Task PerformanceLoad possibility of Selective Attention and Cognitive Control, Nilli Lavie and Aleksandra Hirst, University College LondonJan W. de Fockert, University of London Essi Viding,Kings College Londonhttp//www.tcd.ie/Psychology/other/Ruth_Byrne/mental_models/(accessed on the 01/02/10)http//www.aboutequalopportunities.co.uk/ageism.html(accessed on the 01/02/10)The New York Times, November 16, 2009, 525 pm November 16, 2009, 525 pmhttp//www.balancedscorecard.org/bscresources/aboutthebalancedscorecard/tabd/55/default.aspx (accessed on the 01/02/10)Jon Driver (2001) A selective review of selective attention research from the past century British journal of Psychology, vol. 92, pp.53-78Mckenna Eugene (2000), line of business Psychology and Organisational Behaviour- A students Handbook, 3rd Ed. By psychology Press lt