ORGANISATIONAL BEHAVIOUR - The Halo effect and Projection
Perceptions are an important part of organizational behavior. ...
In an organizational sense, Robbins and colleagues (2001) identified selective perception, stereotyping, contrast effect, projection and the halo effect, as five frequently used shortcuts, used by managers, to judge others. ... Two of these shortcuts, projection and the halo effect, will be examined to see the possible implications they have, when used by managers. ...
Projection occurs when a person unknowingly attributes his own instinctual impulses or threats of his own conscience to other people or to the external world. ... All of us have undesirable traits or qualities that we do not acknowledge even to ourselves and projection helps us deal with this. Projection originated from the writings of the famous psychological theorist Sigmund Freud. Freud postulated that projection was one of the important defense mechanisms within human beings used to cope with anxieties. ... (Hall, 1954) (2) Projection allows individuals to protect themselves from recognizing their own undesirable qualities by assigning them in exaggerated amounts to other people or in the case of managers, to subordinates or other work colleagues. ...
Another example of projection in organizational behavior is the manager who assumes that the needs of subordinates are the same as his or her own. ...
Another shortcut used by managers that can result in significant distortions being made is the halo effect. The halo effect was a phenomenon first named in 1920 by Edward Lee Thorndike. ... The halo effect is a characteristic defect in rating scales”. ...
Freitz Heider (3) (1958) claims that the halo effect occurs because individuals want impressions tied up in neat non-contradictory packages. ...
The halo error, which is generally common to all ratings, is aptly highlighted in the situation where a manager is asked to rate a particular employee on a review where traits are marked.
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