...The halo effect refers to a bias whereby the perception of a positive trait in a person or product positively influences further judgments about traits of that person or products by the same manufacturer. One of the more common halo effects is the judgment that a good looking person is intelligent and amiable. There is also a reverse halo effect whereby perception of a negative or undesirable trait in individuals, brands, or other things influences further negative judgments about the traits of that individual, brand, etc. If a person "looks evil" or "looks guilty" you may judge anything he says or does with suspicion; eventually you may feel confident that you have confirmed your first impression with solid evidence when, in fact, your evidence is completely tainted and conditioned by your first impression. The hope that the halo effect will influence a judge or jury is one reason some criminal lawyers might like their clients to be clean-shaven and dressed neatly when they appear at trial. The phrase was coined by psychologist Edward Thorndike in 1920 to describe the way commanding officers rated their soldiers. He found that officers usually judged their men as being either good or bad "right across the board. There was little mixing of traits; few people were said to be good in one respect but bad in another."* The old saying that first impressions make lasting impressions is at the heart of the halo effect. If a soldier made a good (or bad) first impression on his...
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...Running Head: LITERATURE REVIEW: HALO EFFECT 1 Literature Review: HALO EFFECT NO NAME GIVEN HERE Liberty University BUSI 600-B04 21 January 2013 LITERATURE REVIEW: HALO EFFECT Abstract 2 The term “Halo Effect” has several definitions. In conducting business research, it is important to understand which definition is to be used and apply that definition to the problem at hand. In this paper, we will attempt to define the correct version of the halo effect as it applies to this literature review. This paper will then look at the history of the halo effect in business and define how it is being used today. During the writing, examples and studies regarding the halo effect that have already been completed will also be reviewed to see if the halo effect can genuinely and repeatedly be used in business to increase profits or generate revenues. LITERATURE REVIEW: HALO EFFECT Literature Review: Halo Effect Introduction Definition When discussing and researching the term “Halo Effect” the various definitions of the 3 phrase must be reviewed. Once reviewed, the researcher then has the responsibility to determine which definition best fits their research question at hand in order to best formulate the research design and subsequent answer. One of the definitions of halo effect is from the textbook Business research methods by Donald Cooper. It is defined as “error caused when prior observations influence perceptions of current observations” (Cooper & Schindler...
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...The Halo Effect is a psychological trial conducted by Richard Nisbett and Timothy Wilson in 1977 at the University Of Michigan. The goal of this experiment was to conclude if people are aware of the halo effect which states: people assume that those that are physically attractive are more likely to appear wise, friendly, and approachable. Nisbett and Wilson wanted to debunk the theory that admirable people appear to be more likable than a person who does not have those qualities. The two articles I chose to read and respond to were full of reliable and precise information about the experiment I chose to analyze. The participants were randomly chosen college students that were eventually divided into two groups. They were instructed to watch a video of a psychology professor who was being interviewed. Each group was shown a different video. In the first video, the instructor introduced himself as “likeable and respectful of his students’ intelligence and motives.” (Article 1) He basically was the perfect guy. He was handsome, friendly, and he had an accent (which makes a guy even better). In the second interview, the instructor presented himself in...
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...A Comparative Analysis of Halo Effect and Workplace Today with a Comprehensive Chart Luis Navarro, Jr. Southern New Hampshire University A Comparative Analysis of the Halo Effect and Workplace Today with a Comprehensive Chart Classic Study The selected classic study is non-other than the halo effect, researched by Nisbett and Wilson (1977) and from its titled article: “The halo effect: Evidence for unconscious alteration of judgements.” When an observer’s feelings or thoughts interfere with the impression of any individual, entity, or the like thereof this is best applied with the halo effect. The research, pertinent to cognitive biases, reflects the everlasting portrayals of perception, of social norm, and of the fundamental social...
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...Genre Analysis of an Academic Paper This academic paper is following the major of psychology, with a lot of appropriate information on the “halo effect” and experimental studies behind it. There is a pretty good depth of context and background information behind this paper, which helps the credibility and validity of the information provided. Written in the Journal of Psychology, researchers conduct a study primarily on college students to determine the effectiveness of the halo effect, and if it’s still pertinent or not. Stated in the article, the organization’s purpose is “primary to determine the magnitude of the physical attractiveness halo effect” (Lucker 1). Although I found no missions statement of the authors, I believe it’s pretty clear they work through the department of psychology to conduct and update new research for the social behaviorisms of persons, in this case colleges students. The readers and writers say a lot about this article as well. Authors include William G. Lucker, William E. Beane, and Robert L. Helmreich. From doing some of my own research, I found that all three have PH.Ds in psychology, and attended credited colleges. Luker, for example, was an attendee at the University of Texas in Austin. Lucker has also written many of his own books in the field of social psychology, strengthening his awareness for the field. This makes me trust this article and the research provided. From my conclusions, I feel that this paper is primarily written for other...
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...Job satisfaction is one of the most important work attitudes in organizational behavior, and the important issue for workers in organizations. The determinants of job satisfaction are pay, promotion opportunities, supervision, coworkers, and the work itself. There is many factor are affecting its levels. First of all ,the work situation is the main factor determinant of job satisfaction .the most notable situational influence on job satisfaction is the nature of the work itself, which includes job challenges, autonomy, variety and scope, the another component of any work situation is pay. Pay is therefore an obvious sources of job satisfaction (or dissatisfaction), however, people will sometimes take lower-paying job with meet needs they might have. Job promotion is the other factor to impact on the satisfaction levels , A promotion implies higher pay and recognition for work well done, and is an indication of status and regard. Supervisors who may earn less than their subordinates, which sometimes happens because subordinates are paid overtime or bonuses which are not paid to management are often understandably dissatisfied. Besides, the superior-subordinate relationship, in addition to the relationship coworkers, also has an important influence on job satisfaction in the workplace, The way in which an employee perceives a supervisor’s or coworker’s behavior can positively or negatively influence job satisfaction. Mood and emotions form the affective element of...
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...Saari 08 Fall Halo Errors in Performance Management Systems - Anita Rajendran Performance Appraisals are the backbone of Human Resources and a crucial aspect of the entire Performance Management System (PMS) but also the most difficult to implement. The effectiveness of a Performance Appraisal can be seriously impacted by the common errors that raters make. Halo is one such error and can be defined as "the influence of a global evaluation on individual attributes of a person" (Nisbett & Wilson, 1977, p. 250) or "the influence of a rater's general impression on ratings of specific ratee qualities" (Lance, LaPointe, & Stewart, 1994, p. 339). The article tries to understand the background and research done into halo error and whether there is clear evidence to suggest that there is a positive or negative link to rating accuracy due to Halo error. It attempts to see if there are ways in which an organization can effectively utilize these research findings to counter halo error or whether any experiments done are effective only in a laboratory setting. Finally review on whether this aspect of the performance appraisal can be incorporated into an actual performance appraisal system. Individual Research Paper – Halo Error in Performance Management Systems Introduction and Background 3 What is Halo Error – The underlying research and theory 3 Deep Dive 5 How to counter the halo error or reduce error? 5 Effective use of the understanding of Halo Error 6 References...
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...A paper on charisma and whether it is inherited in genes or if it is made through social influence. By Hussein Hussein. Keiser University. Introduction When thinking of charisma one is immediately brought back to the movie, Back to the Future, written by Robert Zemeckis and Bob Gale. The movie is based on a boy named Marty Mcfly, played by Michael J. Fox. Marty travels back in time in an automobile rigged with a flux capacitor by his scientist friend, played by Christopher Lloyd rightfully dubbed, Doc. At the beginning of the movie Marty’s parents, especially his father are un-happy and almost cowardly. As Marty meets his parents in the past he immediately finds out why. His father is a bullied “loser” who does not stick up for himself. He decides to change that. Throughout the movie Marty decides to help his father become a winner and stand up for himself. Spoiler alert for those whom have not seen the movie; he does. He helps his father finally stand up to his bully and get the girl of his dreams. Marty returns to the future only to find his father a strong and happy alpha male, with a successful business and even more successful marriage. Although this is a work of fiction, it helps put some perspective on the long debated question. Is Charisma inherited through genes or is it developed through certain circumstances in one’s life? History Charisma was first discussed by Max Weber, whom is a German sociologist and well versed in the study of psychopathology. When...
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...employees on an objective basis D) they help to promote product quality 2) This term refers to a difference between the output of a human judgment processes and that of an objective, accurate assessment. This difference could be due to bias, prejudice, or other subjective, extraneous influences. 2) _______ A) content validity B) a first-impression effect C) rating error D) the performance appraisal process 3) In 2009, employees were expected to earn average merit increases of what percent? 3) _______ A) 8.3% B) 2.9% C) 5.2% D) 1.3% 4) Management by objective is part of which type of performance appraisal system? 4) _______ A) behavioral observation scale B) behaviorally-anchored rating scale C) goal-oriented system D) trait system 5) This occurs when a rater generalizes good performance behavior in one aspect of the job to all aspects of the job. 5) _______ A) negative halo effect B) positive halo effect C) first-impression effect D) similar-to-me effect 6) Which comparison system requires the rater to place a specific number of employees into groups that represent the entire range of performances? 6) _______ A) the critical incident technique B) hierarchical C) paired comparison D) forced distribution 7) Among the various performance appraisal techniques, this appraisal system is the...
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...Six Factors That Distort Performance Appraisals Multiple psychological factors can sway evaluators to rate employees a certain way. Most companies use performance appraisals, also known as job evaluations, to determine whether employees are meeting expectations, and to get some clues about how the employee could improve for the benefit of the business. Even so, performance appraisals have a major flaw in that they are not completely objective. Six major factors cause distortions in performance appraisals. 1. Stereotyping * People usually can fall into at least one general category based on physical or behavioral traits, and performance evaluators sometimes let stereotypes associated with those categories sway their employee appraisals. For example, a boss might assume that because many Asians excel, an Asian worker who doesn't meet a performance objective simply isn't working hard enough, even if the worker tried his best. Similarity * Often, people tend to seek out and rate more positively those who are similar to themselves. This tendency to approve of similarity may cause evaluators to give better ratings to employees who exhibit the same interests, work methods, points of view or standards. A major problem with this cause of distortion is that it can stifle innovation in a company, as "different" people must struggle to rise in the ranks. Leniency * Leniency, sometimes referred to as inflation, is the tendency of evaluators to give employees higher...
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... weighted application blanks, skill tests, and psychological testing. There are obviously good reasons for the popularity of the employment interview despite the controversy regarding its validity. This paper analyzes the validity of the interview-the measure of the degree to which the test predicts job success. Good selection doesn’t depend only on quality information, but on the quality of the interpretation. In the interview, the interviewer looks at the background of the applicant, analyzes the applicant’s responses during the interview and makes judgments about the behavior of the applicant. The following factors affect validity: * Pre-interview Impressions * Psychological Selective Perceptions * Stereotypes * Halo effect * Trait Configurations Thus, often the validity of the interview rests on the interviewer....
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...(bookstore). I worked for the company for almost 5 years and watched the way my manager played favorites and then denied it every time. It was on a daily occasion when I went into work that I would watch as my manager stood around with several of the male employees and one female employee talking sports. When I first started working there the female employee was a “lead” who delegated tasks to the associates and she was similar to my manager in the sense that they would have ‘favorites’ and would stand around talking and not being productive but as soon as they started walking around and saw two co-workers talking those employees would be yelled at and told to ‘get back to work’. I lost respect for the manager and lead because they created a halo effect atmosphere in the workplace; if any employee didn’t want to work hard all they had to do was talk sports, which was the attribute the manager and lead used to develop an overall impression of a person (Uhl-Bien, p. 58). This resulted in tasks not getting done is a timely manner, the floor looking messy and unorganized and several disciplinary meetings telling the staff to work harder and deny favoritism. What did you learn from the impression management mistake that you described? I learned that in that kind of work environment everyone needs to be treated equally otherwise there will be unfair advantages for part of the staff and resentment from the rest of the staff. How did that perception influence your behavior toward that person...
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...customers won’t go into the business because they feel that there’s a preference 4. I would go and talk to my professors boss because they should be noticing because I will probably be one of the many complaining Discussion Question Chapter 6 1. Tools | Pros | Cons | Graphic Rating Scale | Simple to use; provide a quantitative rating for each employee | Standards may be unclear; halo effect, central tendency. | Bars | Provides behavioral “anchors.” BARS is very accurate. | Difficult to develop | Forced distribution method | Ends up with a predetermined number of people in each group. | Appraisal results depend on the adequacy of your original choice of cutoff points. | MBO | Tied to jointly agreed-upon performance objective | Time consuming | 2. I would use alternation ranking by judging my employees on performance but based on objective criteria. 3. (a) Halo Effect: It is the tendency of the raters to depend excessively on the rating of one trait or behavioral consideration in rating all others traits or behavioral considerations. One way of minimizing the halo effect is appraising all the employees by one trait before going to rate on the basis of another trait. (b) The error of Central Tendency: Some raters follow play safe policy in rating by rating all the employees around the...
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...Symptoms: Lack of time on the part of Lee; "Self-fulfilling prophecy" by Lee to Ed; Limited communication; Limited discretion for managers by Lee - authoritarian leader; "Halo effect" for Lee by Ed; Defensive managers; Ed has established working style is not accustomed to consult with a problem, as it believes that it is a manifestation of incompetence -Liy expected of him just the opposite; Lee 'lack of patience to train / advise managers; Leadership style Lee is ineffective; Problems: The inability of managers (Ed and Don) assertiveness; Ineffective relationships between Lee and district managers; Lack of quantitative and qualitative communication between Lee and district managers; Lee knows what it takes to be a "superior officer", but does not allow managers to develop in a way that would allow it; Lee has no interpersonal effectiveness Summary Hello colleagues. For starters, let's introduce you to the structure of our presentation, I will present a brief case that our team considered then colleague Gergana will make a brief description of the people in the organization that are relevant to Casey, then colleague Victoria will acquaint you with symptoms and problems of the case and the end again I will present our proposals for a decision on sluchaya.I so without further organizational details, let me tell you about the case and Lee Coker. Lee Coker is manager of production at one of the main plants of the company of the 100...
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...The eighth question describes a form of learning resources that are preferred by students. The four available options: option material, material with media (image/sound/video) as a supporting material without explanation, media evaluation and material with the media as supporting explanation accompanied with his. Students of VHS 1 choose the second option with 44.44% and fourth with 55.55%, while the first and third options don't get the voters or 0%. At VHS 2 has nearly the same options with VHS 1 because there were no voters in the first and fourth options, students choose the second option with 45% and 57% of the fourth option. The last question is about the color displayed when developed learning materials on the subjects of digital photo composition. There are three colour options provided, namely: bright, dark and bright blend of dark. 41.66% of students VHS 1 and VHS 2-45% of students are choosing the first option, 19% of students VHS 1 and VHS 2 student 20% chose the second option, 38.88% students of VHS 1 and 35% of students of VHS 2 select third. The analysis of the needs of teachers, the first question posed to teachers is the difference the new curriculum (K13) with the old curriculum (KTSP). Curriculum 2013 expressed clear and simpler than the previous curriculum. Terms of reference, which are the subjects contained in the Department of multimedia. In the old curriculum multimedia majors have a number of subjects that are more than the new curriculum. There is a new...
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