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In an organizational context, the Halo Effect is when we make overall judgments about people based on how they look or present themselves. Or we may make opinions about individuals based on "one single quality" for example, a person who is enthusiastic / energetic may get away with many faults.It supports rapid decisions, even if biased ones.
Imagine you were asked to look at head shots of several different people and then predict each person's personality traits. Research suggests that you would most likely attribute positive traits - intelligent, friendly, trustworthy and so on - to those you consider the most attractive. You would also be likely to attribute negative traits - grumpy, mean, etc. - to those you consider unattractive.
We tend to think that the beautiful are outgoing, talented and friendly and vice-versa. I would recommend that we avoid attributing qualities to people based on their halo, to avoid bias, friction etc, and simply deal with people based on merit.
The halo effect is a psychological phenomenon that allows a general opinion of something, or someone, to be gathered from one element. For example, if a chef is famous for making one particular dish, then the halo effect allows people to assume that he can cook anything with equal proficiency. Analyzing examples of the halo effect in the workplace can help you to better understand how it can affect productivity and morale.
One area where the halo effect is prevalent is in annual performance reviews. Some managers take a relaxed approach to reviews and assume that if an employee is proficient in some elements of the appraisal, then he is proficient in all of them. This can work the other way, as well. An employee seen as ineffective in one or two aspects of his job can be given the general label of incompetent.
Great answers by Mr. Krishnamurthy and Mr. Ibrahim. Nothing to add.
Everyone has an aura of energy but vary from person to person and it is known that the leaders are powerful halos effectively direct influence on those around him
Halo error
- evaluation based on some good or bad traits of a person
- partial in nature
Endorse previous answers !!
Agree with all. .. Good question. Thanks for asking such kind of informative question.
The halo effect is a cognitive bias in which an observer's overall impression of a person, company, brand, or product influences the observer's feelings and thoughts about that entity's character or properties. It was named by psychologist Edward Thorndike in reference to a person being perceived as having a halo.
I fully agree with the answer added by: Ibrahim Hussein Mayaleh
"Halo Effect" is the wrong practice of assigning a greater position, post or responsibility or promoting a person to the position of Team Leader, Functional Head or Project/Operations Manager only because he/she is having very good knowledge, skills, or is super specialized in a particular field or domain. Eg. a person who is extremely good at Software Designing may not be necessarily be a good Project Manager.
