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Home / Entertainment / Yanny vs Laurel is a perfect example of how bias works – quartz at work

Yanny vs Laurel is a perfect example of how bias works – quartz at work



Do you hear Yanny or Laurel ?

Believe it or not, the same science that pushes this debate – it's definitely "Yanny" – can also explain why it's difficult to overcome bias in the office

There are profound reasons for it as many discrepancies as an audio clip sounds. In every moment (including this!), The brain combines sensory input from the outside world with what is already happening inside (experiences and beliefs) to create our perception. These subjective perceptions of reality are different for each person. But because our processes of perception are not accessible to us our perceptions feel like goal reality.

This leads to what social and cognitive scientists call " Experience Bias ": People assume that what they see is all there is to see, and that everything is accurate , If I have experienced it, it must be true.

Until a mem ̵

1; or a human interaction – proves the opposite.

The Experience of Experience Bias

Many of the tweets and Facebook posts that are currently arguing about whether it is "Yanny" or "Laurel" complete the disbelief that someone else may look at the same image or the same audio, and with a different understanding of what they have just experienced.

The exploration of Mentalize or how we derive the mental states of other humans (and ourselves depending on who one asks) helps explain the unbelief. We understand the mental states of others based on our own mental states. Without realizing it, we simulate what we would do and project this simulation onto others.

Interestingly, the same brain region is the most involved when we think about the spiritual lives of others also active when we consider our own mental state.

Our neural architecture affects us by referring to what others think or feel by remembering how we think we would react in a given situation.

The problem with the self-centered way of understanding others is that "it only works well if we are very similar to the person whose behavior we want to predict," neuroscientists Chris and Uta Frith cite ] Neuron Review Paper . As far as people are like us, we get them. If not, we will not do it.

This empathy gap, reinforced by experience trends, breaks out in business life.

The Business of Experiential Trends

We are interviewing a candidate and can not believe the rest Panel does not see them as the ideal candidate. We are exploring a business opportunity and are amazed that our partners do not see the same growth opportunities. We can not imagine that a project that we think would be the most important thing in the next 12 months is not high on our employee's priority list.

For many of us This is annoying.

But how often do we stop asking why others see it differently? And when we ask, how often does that happen with the goal of really understanding their point of view rather than simply getting enough evidence to break their argument? Psychologists call this process to place themselves in other people's cognitive shoes to take perspective and experiments showed that this is a crucial skill for leaders in group decisions.

Yet, it's hard to imagine the experience of someone you think is different from yourself: In Neuroimaging Experiments brain regions with self-referential thoughts were active when humans thought about mental states of humans, they were felt to be like them, but not to people who are different from them.

Whether you hear Yanny or Laurel, you are not necessarily completely right or completely wrong. There are other perspectives to consider. This works the same way in your workplace. Your reaction to different views can help send out a signal to others if you are open to embracing different perspectives. Speaking of which, we can see why you say it's Laurel.

Khalil Smith, Heidi Grant and David Rock are executives at the NeuroLeadership Institute.


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