Perception and personality both affect organizational behavior. Understanding these concepts can aid managers in coaching employees, managing and maximizing diversity, and reducing stress in the workplace.
Perception can be defined as the characterization and organization of environmental data to provide relatable experiences to the perceiver. People organize perceived information based on similarity and life experiences, thereby arranging data into cause-and-effect scenarios. The perceptual process comprises of six steps that include the existence of an object, scrutiny, selection, organization, analysis, and response. Perception is a result of internal and external factors, such as personality and repetition of events.
On the other hand, personality is a collection of unique individual attributes, including competencies, emotions, attitudes, motives, and interests. Personality is measurable through projective tests, role plays or interviews, and self-reported personality inventories. The use of these metrics is to enable individuals to recognize and express individual characteristics. Therefore, individual personalities are mental structures and systematic mental processes that determine an individual’s emotional and behavioral effect on an organization.
Personality traits have an effect on how individuals select perceptions. Evidently, personality and perception are two different factors that have a symbiotic relationship.