Psychology of management

The law of inadequacy
of mutual perception is that a person can never cognize another 
person wit completeness that would be satisfactory for taking serious decisions about that 
person. Our perception is “made up” in such a way that it is practically never quite adequate, 
correct, or complete. Even the commonest object in front of our eyes is never perceived by us in 
full and completely, but we always see it from some viewpoint, that is only that part of it which 
gets into our field of vision and directly influences our receptors. 
Such distortion is caused by many reasons, the main of which being the following: 
1) A person is constantly in a state of changing. It is known that at any moment every 
person can be at different levels of physical, physiological, intellectual, social, ethical, 
emotional, and sexual development. 
2) A human always tries consciously or unconsciously to protect oneself from attempts to 
disclose his/her “weak spots” in order not to become a victim of somebody’s manipulations. 
3) Often a person cannot provide exhaustive information about oneself because (s)he 
doesn’t know oneself completely. And sometimes a person without realizing it tries to seen not 
the way (s)he really is, but the way (s)he wants other people to see him/her. Psychologists insist 
that perception inadequacy and a person’s desire to show oneself better than (s)he is must be 
taken into account when making any managerial decision. 
In carrying out managerial activity considering the law of perception inadequacy 
executives should apply the following principles in developing their approach to people: 
a) 
the principle of the universal giftedness
which from the manager’s point of view 
takes the form of the motto: “There are no untalented, incapable people. There are people who 
are doing work they are not cut for”; 

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b)