Work place learning Research Papers (original) (raw)

Organizations utilize assessments to determine issues that impact productivity and performance. Although there are assessments that determine a variety of behavioral influences, including a cultural quotient (CQ) or an emotional intelligence quotient (EQ), there are few tools that can determine the impact of perception to provide a perception quotient (PQ). If perception can be defined as a way of regarding, understanding, or interpreting something, it is critical for organizations to recognize the impact perception has on employees' ability to communicate effectively. A new tool, the Perception Power index (PPI), was created to assess the factors that impact perception in working adults, including evaluation, prediction, interpretation, and correlation. The validity of the PPI was evaluated using exploratory and confirmatory factor analyses. The factor analysis with Varimax Rotation indicated a Cronbach α of 0.89 for evaluation, 0.87 for prediction, 0.81 for interpretation, and 0.75 for correlation. Although other tools measure forms of perception, there are no tools that measure these four factors that impact the perception process. The results indicate that the PPI is a valid tool. ░ 1. INTRODUCTION In an ever-changing global environment, organizations have struggled to remain innovative. Su and Lin [1] defined innovative behavior as engaging in generating, promoting, and implementing new ideas in technology, processes, and production. Once an idea is generated, promoting that idea requires the ability to communicate effectively. Intercultural communication has become an essential pillar for global success [2]. To improve employee interactions, communicate effectively on a global scale, and share innovative ideas, it is critical for organizations to recognize how employees interpret meanings, regard each other's perspectives, and have the empathy to present information through effective communication [3]. As organizations seek ways to improve employee performance, researchers recognized that perception-based tools could obtain data to help improve communication, design of work, and appropriate fit within a company. Gilbert's [4] PROBE instrument was one of many tools that did not have sufficient support from factor analysis to determine its effectiveness in the workplace. However, Gilbert's model indicated that factors such as the workplace environment could impact performance. Hackman and Oldham's [5] Job Characteristics Model found characteristics that incorporated psychological states to improve motivation and performance. Lewin [6] explored the implication of the work environment on behaviors, and his work with Fred Henry Allport was critical around social science research. As leaders struggle with how to improve behavioral issues in the workplace, it is a critical time to find tools to assess how employees' attitudes and perceptions of situations can be impacted by internal and external influences. The objective of this research was to determine an assessment that determined factors that impact perception. Through the development of the Perception Power Index, it was determined that perception is a process that included the ability to evaluate, predict, interpret, and correlate to make conclusions. The current research determined that the perception process was impacted by intellectual, emotional, cultural, and curiosity-based personality components. This is critical, because by recognizing the factors that impact perception, organizations can utilize this framework to develop training programs to improve interpersonal relationships, improving engagement, innovation, and other factors that contribute to productivity.