People will seldom experience absolute truth. What is perceived and heard is the basis for a conclusion that is made. The act of seeing and hearing gives the experience required to make a final decision. For instance, the magician as an entertainer deliberately focuses the acts on the audience perception. The audience way of perceiving the acts suggest the occurrence as impossible and thus the ability to have the magic acts.
(82) The act of perceiving things as we are instead of as they are is observable in our daily lives for instance if control over one issue is overtaken by another urgent one then the perception is from the mind or thoughts. Considering the scenario where a man fails to control his children in the public until they become annoyance to others may be acting so because of other thoughts that may be disturbing the mind such as illness or death of the wife, or job related issues. The people who the children annoy would chaotically confront this person because as per their thoughts, he must be ignorant to a point of not controlling the children. They are not in a position to see the issues as they are because their perception only focuses on the children. At the workplace, the same perception of things as we are other than as they are is noticeable. People make assumptions about state of affairs of fellow workmates basing them on past experiences which have no relationship or are not relevant to the present undertakings or situation. The expectations are always different when the assumptions were based on the past wrong premises are used. (Warren and Warren, 41) On the example of the workplace, majority of the employees would pick the salary, allowances, bonuses and benefits are more important factors for a job as opposed to interest, decision making, training, feedback or respect.
In the same work setting, if managers are asked what the motivators to their work would be, most of them would choose to first rank the money items such as interest, decision making, benefits, perquisites and respect. This is a clear indication that they lack appreciation of the workforce. What they will be undertaking in the firms would be wrong because they have attitude created by the environment. This makes them not to understand the needs of the workforce but think as per believes that might be there. They ought to understand or be made to that the great divide between their thinking criteria and the workforce is output demand.
The manager’s decision is erroneous based on demand from the workforce. If a manager is able to understand that this difference exists, then it is possible to have a manager continue the managerial tasks without contradicting the organizational needs. Based on decisions making, the decisions concerning the company ought to be supportive to the support staff thus the manager must inquire for their thoughts over the importance. These methods of inquiry criteria enables the managers to practically fan-out the workforce real needs and by asking them, the manager promote rapport and group participation over decision-making procedures and this means that they are able to take ownership of the organization. The simplest perceptions are a basis for some assumptions, which are out of sight.
According to Warren and Warren (41), the questions one should ask are whether the mind natures the world in accordance with requests of knowledge, if culture limits insight or understanding and whether human beings experience comparable realities. In the world of scientist, they use knowledge to come-up with evidence for approval and disapproval of theories. It is the need to understand that drives the breakthroughs. The already acquired knowledge brings-out supportive objective truth. The scientist understanding is the basis for discoveries in the world today.
They utilize it to bring out objective truth for the societal benefit. Existence of a basis for an argument is a stepping-stone for the scientist to claim correctness and thus the ability to support it as a scientific fact that is independent of human thought or feelings. This applies even when the emotions and perceptions dominate the argument. Knowledge is the control to reality. The mind can only comprehend what one exposes to it when viewing something that is explicable and this is an indication that human mind seeks experience to solve issues.
Ways of knowing
There are innumerable paradigms of perception, used in understanding reality. People often think that their chosen opinion is right but there are many shortcomings or contradictions even over the most treasured explanations. This raises the question over preference of choice. Arguably, the choice depends on the various methods of knowing. The philosophy is concern with the abstract mind, which helps in the way of thinking about and understanding the natural history of reality as opposed to jumping into conclusions. Rationalism calls for one to reject realities that lack immediate evidence. The emotion way of knowing is concern with psychophysical techniques and language calls for a level of wisdom and understanding. (Allan and Evans, 165) Some of the life assumptions that premise articulation and exploration of cultural, value and processes include the facts that personal values create identity and informs why or how things are the way they are, determines experiences of the world and influences the fundamental professional choices and practices.
The world constructs the personal values and the culture in which people operate affects personal identity or these values. Sometimes the culture compromises cultural personal values. Tension, stress and conflict can arise when the dominant paradigm such as personal values are challenged. Other than considering it as a way of acquiring communicative means, acquisition of language entails use of senses, personal reasoning and feelings.
“How religion affects peoples’ understanding of things”
Considering a workgroup made of members who share common goals and personal values as the drive for attending to clients, some of the similarities ought to employ for catering of the differences. Such a team should have the client centred practice where the focus is the clients who are treated as experts or determinants for the future of the group. The belief on this setup is that people choose growth and the clients should have the freedom to understand their own situation and determine their future.
This is enforcement of client independence where the service group only assists in decision-making. Some of the common personal values the team may have include equity. This calls for a common personal value that allows equitable treatment of clients accessing support. The value of equity is achievable through quality education. Education helps one to become informed, understand opportunities, choices or responsibilities. Secondly, there is need for provision of information. To promote equity for such a workgroup people ought to be well-up about participating in the decision-making procedures.
Requirements for promoting culturally constructed service delivery unit include accountability or support. In line with Allan and Evans, (152) common values should not compromise relevance and legitimacy of members of the group. The values need to be explicitly understood when people from diverse cultural groups are interacting or working as a unit.
Such team members would face great challenges concerning how to react in a culturally responsive manner and still maintain truthfulness over personal values. The field of human service is full of tension brought about by cultural differences and believes. Expectation is for members to maintain similarity of services but at the same time, there should be enough flexibility to cater for individual differences and needs.
The main issue of concern is that people tend to see similar things but perceive them in different ways due to the differences in unique aspects of life such as understanding or the way used to know and interpret the outcome. The personal unique ways of perception to life and different knowledge are the factors that bring about the differences in understanding.
Some of the factors may also include the life experiences, cultural differences, gender, religion and personality. The experience is a huge contributor to decision making. Bad experience makes someone avoid repeating the act or task while good ones catalyze decision-making procedures.
Different personally give different perceptions. The gender differences affect emotions thus making people to react and make decisions based on their emotions. Religious and cultural values effect the way people react by catalyzing believes or devout teachings. These aspects would make us conclude that seeing things the way we are other than the way they are depends on the way our practices are, how personal values shape them and the amount of pressure between the values and our efforts in enlightening response.
Allan, George and Evans, Malcolm D. A different three Rs for education: reason, Relationally. Amsterdam/New York, NY: Rodopi, 2006, VII, 192 pp. Danesi, Marcel.
Of cigarettes, high heels, and other interesting things: an Introduction to semiotics Semaphores and signs. New York, NY: Palgrave Macmillan, 1999 Warren, Rick and Warren, Richard. The purpose-driven life: what am I Here for? Issue 1 of Purpose Driven Life Series Volume 1 of Purpose Driven(r) Life the Purpose Driven(r) Life. Zondervan, 2002