Visualinformation, or object recognition, can be understood as the capacityto create an artificial system that works in a manner that is similarto that of an individual’s visual system (DiCarlo, Zoccolan, &Rust, 2012).In reality, such a definition requires sets of images, measures, andtasks that have been agreed upon. These concepts, by extension,benchmark the decisions that an individual makes. In the workplace,managers put information where the employees or clients can easilysee it (BradyID,2014).Using labels to highlight safety information, identify facilities,procedures, and define how other applications work helps a company orinstitution to enhance knowledge, reduce waste, and improve overallproductivity. Thus, a lack of visual information in the workplace maylead to the development of uninformed perceptions or even confusion.The following discussion reveals my experience at a workplace where alack of information influenced my perception, how I figured out thesituation, and the factors that affect auditory and visual perceptualknowledge.
People`sperceptions determine how they understand the world. Perception canbe defined as the manner in which people interpret their experiences(Otara, 2012).Studies indicate that people understand situations, sensations, andfeelings in different ways. People use the auditory and visual cuesthat surround them to react and understand their environments.Additionally, people respond to their ideas, feelings, andexpectations based on their experiences and personalities. Inorganizations, the perceptions of leaders, managers, and employeesplay a critical role in shaping the effectiveness and climate of theorganization. Research reveals that people do not serve their valuesthey usually do what they believe will serve their values. Thispresumption has two meanings. First, a time gap always exists betweenthe mind`s consideration of a behavior and the actual behavior.Second, the period that the brain takes to process information iswhat is understood as perception. Therefore, when the employees andemployers develop attitudes that differ sharply, regarding quantity,quality, and schedules, accomplishing meaningful objectives becomesan uphill task.
Theabove premises are in tandem with my experience at one of theorganizations that I worked for in the past. For a long time, I hadheard people saying that "perception is a reality." I didnot understand the inner meaning of this phrase until I found myselfin a situation where I lacked the visual information that I requiredto execute tasks at my workstation. I was a new employee in a localnon-governmental organization. The firm offered services likepsychological assistance to the victims of trauma, scholarships tothe needy members of society, and food to the less privileged membersof society. All the events that the organization executed had to befilled and stored safely for future reference. I was placed in thefilling section of the firm. On my first day at work, I realized thatthe storage cabinets had not been labeled thus, I found the task oflocating documents difficult and tedious. I developed a perception ofa very disorganized and incompetent management. I also thought thatthe other staff members lacked the technical capacity to executetheir tasks flawlessly.
Aftertrying to understand how to locate documents more effortlessly, Icame to the realization that rearranging the entire system would takeup too much time. Also, I had not been authorized to make any changesto the existing filling system. In the end, I decided to request oneof the staff members to advise me about the quickest way to locatefiles. My colleague pulled out a list that revealed where particulardocuments were. Each cabinet had been assigned a number, whichindicated specific records. For example, the cabinet that containedthe documents that reflected the individuals that benefited from thescholarships that the organization offered had been assigned anumber. Additionally, the files had been arranged in such as a waythat the most recent scholarship beneficiaries were placed first, sofinding particular files was easy. This realization changed myperception of the management of the organization. I realized that thefilling system was more efficient than I had presumed. I alsorealized that the employees and the management of the company werevery competent.
Variousfactors influence a person’s visual and auditory perceptualknowledge. For example, habits determine how a person reacts when hehears or sees something (Otara,2012).A soldier, for instance, will jump on the ground if he hears a loudbang. Motivation also shapes the manner in which a person reacts tothe stimuli that he considers critical to the satisfaction of hisneeds, depending on his past experiences. A thirsty individual, forexample, is more likely to perceive the signs of restaurants andhotels more easily when compared to other objects. A person`s levelof learning also defines how he understands the events that takeplace around him. Organizations benefit from leadership that isknowledgeable since such leaders inspire the development of behaviorsthat result in the efficiency and sustenance if the organization. Aperson`s specialization also determines the manner in which he electsto value particular stimuli and ignore others. For instance, adepartmental head can notice the information that concerns hisdepartment relatively quickly in a lengthy report. Finally, people`ssocial backgrounds determine how they conceptualize what they see orhear. For example, the conditions in which a person is subjected to,during his childhood years, shapes how he reacts to a rude anddissatisfied customer.
Ina recap of the above discussion, my experience in an organizationwhere a lack of information existed led me to develop a negativeattitude. However, after understanding how the company`s systemworks, my perception shifted from negative to positive. As discussedabove, various factors influence an individual`s perception. Issueslike a person`s social background, learning, motivation, andspecialization define the manner in which he understands the stimulithat surround him, as indicated above.
BradyID.(2014). Create a Visual Workplace. Retrieved fromhttp://static.rshughes.com/files/ama/images/pdf/brady/Create_Visual_Workplace_5S-Plus_Guide.pdf
DiCarlo,J., Zoccolan, D., & Rust, N. (2012). How Does the Brain SolveVisual Object Recognition?. Neuron, 73(3),415-434. http://dx.doi.org/10.1016/j.neuron.2012.01.010
Otara,A. (2012). Perception: A Guide for Managers and Leaders. JournalOf Management And Strategy, 2(3).http://dx.doi.org/10.5430/jms.v2n3p21