Attitudes and perceptions can be derived from a multitude of inputs, interactions, experiences, beliefs, and
other factors. Our attitudes/perceptions can influence our decisions, behaviors, and relationships with
others. Attitudes/perceptions can be altered and/or changed over time by addressing the cognitive and
emotional aspects. Some attitudes/perceptions are not rooted in reality, and we may equate certain
qualities to individuals based on preconceived notions. Identify a theory that explains how
attitudes/perceptions are formed and what are some of the consequences of attitudes/perceptions. Citing
the literature how can our attitudes/perceptions led us to make biased decisions (i.e. think about social
perception, halo effect, contrast effects, projection, stereotyping, Pygmalion effect, etc.) How can these
negatively impact our workforce relationships, delivery-of-care, governance, promotion, and employee
selection decisions? Utilizing the literature, provide suggestions on how attitudes/perceptions may be
minimized in management.
Why is understanding the significance of attitudes/perceptions important for management
decisions (i.e. how female leaders are perceived as compared to male leaders).
What are the ramifications of allowing our attitudes/perceptions to make all the decisions?
How can we overcome our attitudes/perceptions in making appropriate decisions?
Using established literature how can we effectively address these issues?
How can organizations build open and supporting environments?