The students are more familiarized upon using the conventional method. Now, the professor thought to himself: “I knew it. They have been using the method since the 1st grade that explains that the longevity of a formula or solution does not have anything to do with the accuracy of answers. The problem was that the students were more familiar in using the strategy A even if it is the long method. Further, the professor decided to give a short quiz to his students after teaching the method to apply the strategy that they have just learned only to come up with poor results from the students’ test scores. The professor has chosen to teach the short method/strategy B since the professor probably thought that it would reduce the time that the student has to spend in solving their mathematic equation. Here’s a concrete example, a math professor/educator have two strategies (the long method=strategy A, and the short method=strategy B) in teaching a specific solution in order to solve a particular problem. As mentioned earlier, hindsight may be used by an employer or an employee in a workplace setting, or also by an educator or a student in the school setting. It is mostly used by everyone almost anywhere.
Hindsight bias is like foretelling a particular incident after it actually occurred. Therefore, hindsight mechanism is attributed to a form of coping among individuals and groups (Newstrom & Davis, 2002). In order to save themselves from a negative criticism or from embarrassment, employees appointed and leaders assigned on a specific plan are inclined to apply their psychological hindsight mechanism to subconsciously persuade and get the sympathy of the other members of the group, instead ending up being criticized and deprecated by the majority of the group. To respond from an unpredicted negative scenario, employees or leaders are most likely to remark that the undesired outcome was foreseen only that they have chosen to engage in risk taking for a probability of a success of a plan.
In the workplace setting for instance, hindsight is one of the different attitudinal response or behavior displayed by most employees and even the leaders in order to adapt and endure positive or negative changes (Newstrom & Davis, 2002). Meaning, it is normal for persons in the group or for an individual to act like as if a particular incident was foreseen when it is unexpected in reality. It is an individual’s or group’s thinking mechanism of explaining an unexpected scenario of a miscalculated result or response from an overlooked or unnoticed involuntary stimulus. However, this hindsight is a statement usually imparted after the occurrence of the scenario. Hindsight or hindsight bias is defined as an individual’s inclination in exaggeratedly presuming a desirable or an undesirable outcome or an event that usually crossed one’s mind before the event actually occurred (Myers, 2005).
The objective of this paper then, is to show its readers how the concept of hindsight bias or the I-knew-it-all-along-phenomenon could be used as a positive medium for productivity in the individual and success in groups or the organizations (Myers, 2005). They make use of their hindsight mechanisms to rehearse an undesired outcome of a plan that did not have a good result in order to not commit the same mistakes again in the future. Proactively, hindsight is also used by employees, leaders, and even managers or supervisors in the workplace. For an individual or a group, hindsight is used negatively to criticize oneself or one’s group however, it can also be used in a positive way.
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