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MGT 412 St Leo University Influence of People Perceptions Discussion Replies

MGT 412 St Leo University Influence of People Perceptions Discussion Replies

Question Description

I’m working on a business writing question and need a sample draft to help me understand better.

For all four parts it only needs to be 100-200 words. Use websites that are based in the United States only. It will be checked. If you use a journal, I will ask that it be redone. Lets avoid that.

Part 1(a)

People perceive other people based on an array of various reasons. There are different mental processes that we as humans use to form certain impressions of other humans. Consider the fact that we form impressions and perceive people in certain ways when we interact with them whether for an extended period or merely a brief encounter in a grocery store. An article found on states, “In social psychology, the term “person perception” refers to the different mental processes that we use to form impressions of other people. This includes not just how we form these impressions, but the different conclusions we make about other people based on our impressions” (Cherry, 2020). Our text describes perception as “a process that involves sending various aspects of a person, task, or event, and forming impressions based on selected inputs” (Hitt, Miller, Colella, & Triana, 2017, p. 121). Given this definition, it is important to note that the capability to perceive people, tasks, and events accurately greatly helps management learn from previous situations and circumstances. Being able to acknowledge past mistakes or alternative decisions that could have led to better outcomes allows a manager or any position of authority to learn from all experiences, even the difficult ones because ultimately those may be the most teachable. Both associates and managers alike are met with a wide variety of sensory inputs daily that may affect and alter perceptions they conclude about other people.

Three basic stages of perception comprise the way we perceive people. These three stages consist of: “1. Sensing various characteristics of a person, task or event.”, “2. Selecting from the data those facts that will be used to form the perception.”, and “3. Organizing the selected data into useful concepts pertaining to the object or person.” (Hitt, Miller, Colella, & Triana, 2017, pp. 121-122). These stages allow us to make perceptions of people we come in contact with and interact with within our lives. The perception process as a whole is heavily influenced by a number of considerations, primarily relating to the perceiver. Beyond the challenges of physical conditions or impairments or the inducing through drugs, alcohol, and prescribed medications, there three factors our text calls “most important”. These three factors are “the perceiver’s familiarity with the other person, the perceiver’s existing feelings about the other person, and the emotional state of the perceiver” (Hitt, Miller, Colella, & Triana, 2017, p. 122). These factors play a part in the way we may perceive other people and sum up can be stated that the factors that influence the way we perceive people are the nature of the perceiver, the nature of the situation, and the problems in person perception.

These factors can certainly influence the judgments an interviewer may make about an applicant. When interviewing candidates for a job position an interviewer may form perceptions of the applicant before they even have entered the room. It is in the best interest of applicants seeking a specific job position to be familiarized with the company, the job description, and details, and what will be required of them if they receive the job. Interviewers can be looking for specific traits or qualifications when looking to fill open positions. It has been shown in studies that those individuals who have higher levels of education may perceive more complexity in a variety of tasks than individuals with lower levels of education. Considering this in an interview, an interviewer can create a perception of the applicant after viewing a resume and can know the highest level of education the applicant has received. There are various perceptions made of applicants during an interview process which is why they exist, simply put, however, it is extremely important for the applicant to leave the most lasting and memorable perception of themselves for the interviewer so that they will be remembered when consideration is taking place to fill the position. These are certain factors that influence the way we may perceive people and how those perceptions may affect a job interview. Thank you.

Works Cited

Cherry, K. (2020). How Person Perception Helps Us Form Impressions of Others., 1-2.

Hitt, M. A., Miller, C. C., Colella, A., & Triana, M. d. (2017). Organizational Behavior, 5th Edition. Wiley.

Part 1(b)

There are different reasons that can influence us to perceive people. We can perceive people by the nature of the receiver, nature of the situation, and problems in person perception. The nature of the perceiver affects perception by the perceiver’s familiarity with the other person, the perceiver’s existing feelings about the other person, and the emotional state of the perceiver” (Hitt, Miller, & Colella, 2018). Other factor is the nature of the situation which are the person’s most obvious characteristics. For example, the perceiver may notice “highly attractive and highly unattractive people, people dressed in expensive clothes or in clothes reflecting poor taste, and intelligent people or extremely dull-witted ones” (Hitt, Miller, & Colella, 2018). Another factor is problems in person perception such as Implicit person theories, Halo effect, projecting, and stereotyping.

According to the University of Houston-Victoria, culture affects how we perceive people. According to the article, “values often conflict when people of different cultures work together” (UHV, 2020). Cultural differences may also change the way we perceive other people due to styles of communicating, attitudes toward conflict, difference in decision-making, and approaches to knowing.

Some of the factors stated can play a mayor role in influencing an interviewer making a judgment about a job interview. And interviewer may knowingly or subconsciously stereotype an applicant. For example, an interviewer judging an applicant base on a foreign accent or mannerism. Therefore, many organizations have trained HR department to understand the effect of unconscious bias in the recruitment process (Amin, 2020). Because the way we perceive other people can be automatic, interviewers most consciously most use evidence and critical thinking to overrides perceptions.


Admin. (2020, July 24). Stereotypes and job interviews. Retrieved 2021, from…

UHV. (2020, July 15). How does culture affect communication? Retrieved 2021, from

Hitt, M. A., Miller, C. C., & Colella, A. (2018). Organizational behaviour (5th ed.). Hoboken: Wiley.

Part 2 (a)

“Correlation does not necessarily mean causation. Two variables (such as the price of automobiles and your annual salary) may be highly correlated to one another, but one is not causing the other to change. They may both be changing due to other factors such as the economy in general or the inflation rate” (Render, 20170109).

In terms of personal experience, one person I know has OCD, one of their compulsions is to drive in circles. They must make a circle any place they go before reaching a final destination. So, if they take one road their they will have to take another road back that connects to their final destination, in their thought process if they don’t “something bad will happen that day”. They understand that the correlation does not necessarily mean causation, but for some reason, they are compelled to do it, to the point they will be late to appointments, work, and other important events. If something bad is to happen that day, it is not a reflection of the way that person has or has not driven that day.

Work Cited:

Render, B., Stair, R. M., Hanna, M. E., Hale, T. S. (20170109). Quantitative Analysis for Management (Subscription), 13th Edition. [[VitalSource Bookshelf version]]. Retrieved from vbk://9780134543451

Part 2(b)

Hello Professor Irvin & Fellow Classmates,

Correlation is any statistical relationship between two variables. Causal correlation would mean that one variable is a dependent of another. While most correlations have a dependency relationship, that is, one affects the other, there are other variables that are correlated but not causal (Rutter, 2007).

An experience in correlation and causation would be how as a male, the car insurance premiums are usually more than for females. The reason would be that male drivers usually have more accidents compared to female drivers. The correlation between male drivers and accidents is true and can be proved statistically. That however, does not mean that being male causes more accidents. Testing for causation would mean that the two genders need to be experimentally tested to ascertain that. That may not be possible. Currently, the correlation is only based on observation data. Observation data, however, cannot be used to test for causation. That then means that while the two are correlated, one does not have an effect on the change on the other, or cause it.

Testing cause and testing correlation are different and while correlation can be done using observation data, cause needs experiment data.


Rutter, M. (2007). Proceeding from observed correlation to causal inference: The use of natural experiments. Perspectives on Psychological Science, 2(4), 377-395.

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