Princeton: Princeton University Press, Jervis R. In: Perception and Misperception in International Politics. Princeton: Princeton University Press; Copy to clipboard. Log in Register. Chapters in this book 20 Frontmatter. Preface to the Second Edition. Chapter One. Perception and the Level of Analysis Problem.
Chapter Two. External Stimuli, Internal Processes, and Intentions. Chapter Three. Deterrence, the Spiral Model, and Intentions of the Adversary. Chapter Four. This is a preview of subscription content, log in to check access. Anselm, Walter. Hitler Confronts England. Durham: Duke University Press, Google Scholar. Barnett, Correlli. The Swordbearers. New York: Morrow, Belknap, George and Angus Campbell.
CrossRef Google Scholar. Beveridge, W, I. The Art of Scientific Investigation. London: Heinemann, Bieri, James. Abelson, et al. Boylan, Bernard. Development of the Long-Range Escort Fighter. Bruner, Jerome.
Casser, George. The French and the Dardanelles. London: George Allen and Unwin, Clark, Alan. The Donkeys.
De Rivera, Joseph. The Psychological Dimension of Foreign Policy. Columbus, Ohio: Merrill, Dulles, Allen. The Craft of Intelligence. New York: Signet, Eaton, Joseph. Esthus, Raymond. Theodore Roosevelt and the International Rivalries. Waltham, Mass. Feiling, Keith. The Life of Neville Chamberlain. London: Macmillan, Feis, Herbert. The Road to Pearl Harbor. New York: Atheneum, From, Franz. Perception of Other People trans.
Kvan and B. New York: Columbia University Press, George, Alexander. Graff, Henry, The Tuesday Cabinet. Englewood Cliffs, N. Haire, Mason. Heider, Fritz. Hoffmann, Stanley. New York: McGraw-Hill, Holst, Johan Jorgen. Talk it out. Sometimes perceptions are too deep to change subtly and a more direct approach is necessary.
If the job or relationship is important enough it may warrant a meeting to calmly discuss the situation. Explain your perception and the steps you have taken to change. Many times the individual will not even have a clue that there was a problem. Other times you may be able to talk through your differences and move on. There may be times when real animosity exists. In those situations it is better that it is out on the table and addressed than festering in the background.
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