An analysis of the halo effect and its significance in organizational behavior.
Written in 2007; 1,008 words; 6 sources; APA; $ 35.95
Paper Summary:
This paper discusses how the halo effect has several meanings within the study of organizational behavior. It looks at how individuals can be assessed according to a cognitive bias so that a person good at function X is assumed to be able to carry out function Y, and attractive people can seem far more competent than many are, given the human tendency to assess others in terms of attributes.
From the Paper:
"Long ago, when E.L. Thorndike asked military officers to rate their men he found that there was high cross-correlation between those individuals said to be intelligent, able, of good character and capable of leading others. (1920) In human resources recruitment, unless a professional is alert to the Halo Effect, he or she may be so impressed by one or a few traits of a candidate that perhaps very significant defects are minimized or ignored. One sees that the Halo Effect has to do with success breeding success in some people. An area of research taken up almost 100 years ago has again become popular. The study of organizational behaviour still needs to keep in mind the human tendency towards cognitive dissonance in wishing to discard opinion or information that does not match with a positive impression. "
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