Individual Perception Role in an Organization’s Culture

The Range of Perceptions Among Students

The range of the results that were given by my fellow students surprised me; this is because the answers given were so different yet the students were asked similar questions. The range of the questions was quite broad, being students from the same class, I did not expect the range of the results obtained to be so wide between the high and low perceptions. Through the answers provided, it can be noted that different individuals from different perceptions, because of this, it can be quite challenging to determine which perception answers are correct. The differences that exist between people make them perceive the different situation and things differently making. To draw the correct perceptions from the results obtained will be quite challenging. However, we need to find the perceptions that many students make about the questions that they were asked and qualify them as the correct results. As students, we come from different backgrounds, and in most cases the communities that surround the different students make them perceive things differently, it is because of this that we have different answers to the questions that were asked.

Different Perceptions in an Organization

In an organization, individuals form different perceptions regarding issues that arise in the workplace. There is a need to understand the differences of each so that others can be able to understand the perceptions made by the individuals. The crucial part that could promote change in a particular organization is to understand and appreciate the culture of perceptions that are created by other members of the organization (Maheshwari & Vohra, 2015). To overcome the differing perceptions that are created by employees in an organization, the organization needs to develop a culture in which each employee feels appreciated within the organization.

References

Maheshwari, S., & Vohra, V. (2015). Identifying critical HR practices impacting employee perception and commitment during organizational change. Journal of Organizational Change Management, 28(5), 872-894.