How could an organization capitalize on or overcome their employees’ perceptions?

  1. I am surprised by most of the responses and by the range of the given answers.
  2. Regarding the first question about price of the expensive car – the average is $85,455 and my answer was $35000

Average answer says around 13 people are in line, my answer was 20 people were in line

Overwhelming ballot measure means ~ approximately 82.1% votes, but my answer was 70%

Older boss would be 57.63 years old per the average, my response was 56 years old

According to the average ‘recently’ means 4.54 days, my answer was 15 days

 

  1. The answers were based on many factors such as age, economic and social background. But, for each question different thought processes or factors played role.

 

For the question “My neighbor just bought an expensive car. How much did it cost?” the answers ranged from $30000 to $500000. Here many factor might have played role, such as frugality, financial situation, neighborhood the person lives in etc. Say, if someone is really frugal, he/ she can consider a price to be expensive that might not be that high for a car enthusiast.

If someone is coming from a lower middle class background or not that much financially affluent, he/she might consider an amount to be expensive that is not a huge deal for affluent people

On the other hand if someone is coming from an affluent background and who owns a luxury car, might consider a car to be expensive only if it costs significantly more than his / her own car.

There might be one more scenario, for a real car enthusiast who might be ready to pay high / any price for a car he / she likes, in that case his / her definition of expensive might be really high for others.

For the second question “Several people were in line for the movie. How many people were in line?” the answers varied from 3 to 40. Again, another wide range. I would say, the factor is mainly “patience”, how long he / she is willing to spend in line to get movie ticket. Another possible reason could be where the person lives, if he / she is from a big crowded city he /she would be familiar with a longer line that a person coming from a small town or rural area.

For the third question “The ballot measure was approved overwhelmingly. What percentage of votes did the measure receive?” the answers varied – 70% to 95%. The possible reason might be experience of the individual with votes and how he defines “overwhelmingly”.

The fourth question was “My boss is an older man. How old is he?” and the answers were 40 to 70. For this one the classmates own age and the boss’s age he / she has or had, played a big role. But mostly his / her own age would impact how he / she defines “older man”.

Fifth and the last question was “I recently saw an article in the paper. How long ago did I see it?” and the answers anywhere between 1 to 15 days. My answer was 15 which is the maximum number of days mentioned. I believe it depends on the person’s memory. How well he / she can recall the article and if he / she can recall the date or day or week he / she read it. Another reason might be the person reads a lot and may lose track of from where and when, focusing on “what” more.

 

Given the information above what part could individual perception play in an organization’s culture and their ability to promote change?

Individual perception can play a huge role in an organization’s culture. Given a position in administrative or in finance department, a person who is not frugal or does not value money that much can be wasteful or promote a wasteful culture. As HRs the people might not promote any environment friendly company policy such as carpooling or incentive to buy electric vehicle and so on. On the other hand, a person who values money, can focus on cost cutting and may promote environment friendly policies that do not cost the organization any money, such as cutting down on paper mails and usage of emails or phone calls or cutting down on color print outs or offering employee discount on electric vehicles

Someone with no or very limited patience might not feel comfortable in a bureaucratic environment. Or even worse, might not be a good fit in team. On a positive note, might not promote bureaucracy and promote team or flat organization structure. And that should be a positive change given the organization have or had bureaucratic culture and everything takes too much time.

Someone who respects an older boss for having more experience might act bit differently than someone who thinks old people are irrelevant. And having someone in team or organization who values experience is always better. For the older boss, having someone with fresh ideas could be beneficial. For example, someone with fresh ideas and background can promote the way employees work. For example in a digital or internet company remote working or work from home culture can be promoted by someone with fresh ideas, which might appear to be odd for someone who never experienced such way of working and might not be sure about the productivity. But promoting working remote or work from home may boost employee productivity by cutting down on commute time or avoiding bad weather days etc.

Someone with bad memory may not be a great asset. In my opinion any customer facing role would be challenging for a person with bad memory. But, there could be another angle of looking at the fact that a person who read a news article and cannot recall exactly when. The person is up to date and have a habit of reading. For a lawyer or doctor reading about a latest Supreme Court verdict or a recent medical discovery could be really critical and it won’t matter on which date he or she had read it. So habit of reading or being in the know should be promoted organization wide.

 

How could an organization capitalize on or overcome their employees’ perceptions?

Capitalizing on employees perception is easier and cost effective that overcoming perceptions. Say in a country the general perception is that the working hours should be 10hrs, in that case the employer can easily capitalize on that perception without any resistance.

But based on faster growth rate a company or employer might have promoted employees every year, and based on that employees might have a perception that every year they should get promoted. Changing the promotion would take an effort by company management, explanation and reaching out to each employee would be necessary and assuring them that their performance won’t go unnoticed and would be rewarded, otherwise due to unchanged perception employees might leave. So employees must be made aware and their concerns and questions should be heard and answered by management, so that they remain motivated with current path.

Another example would be a person who works in cash counter of a grocery store should be mindful about how many people are in line to provide a great in store experience to customers. If too many customers line up due to slow check out speed that experience might not bring the customer back to store. In that case, the store manager has to train and explain the situation to the employees to make sure that employees working at checkout work really hard so customer wait time goes down. A better performance should be awarded too. So management should keep an open eye to employee performance and promote the expected behavior , train employees if required and reward the performers

 

 

 

 

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