Biases Based on Perception

Unit II: Organizational Behaviour

Definition: Selective perception refers to the process by which individuals perceive what they want to in media, while ignoring opposing viewpoints. It’s the tendency to filter and interpret information based on one’s personal interests, experiences, attitudes, and expectations.
Explanation: People often focus on certain elements of an event or interaction that align with their preconceptions, distorting how information is received. This can lead to misunderstandings or biased interpretations.
Example: If an employee has a poor relationship with a colleague, they might selectively focus on the negative aspects of that colleague’s performance while ignoring positive contributions.

Definition: The Halo Effect is when the perception of one positive characteristic of a person influences the overall judgment of their other qualities. Essentially, if a person has one quality that is viewed positively (e.g., being good-looking or an excellent public speaker), people might assume they possess other unrelated positive qualities.
Explanation: This bias leads to overly favorable assessments of someone based on limited or superficial traits. In the workplace, a manager might rate an employee highly across all areas just because of one standout trait (e.g., they are very punctual or dress well).
Example: A manager might think that an employee who is always punctual and dresses well is also highly competent, even though their actual performance may not reflect that assumption.

Definition: Stereotyping involves assuming that individuals possess certain characteristics because they belong to a particular group. It’s the act of generalizing someone based on their social group, such as their race, gender, age, or ethnicity.
Explanation: Stereotyping happens when people judge others without fully understanding or knowing them as individuals. This can lead to unfair judgments and decisions based on generalized traits rather than individual qualities.
Example: Assuming that younger employees are tech-savvy or that older employees are resistant to change is a form of stereotyping, and it can limit opportunities for those individuals based on generalized assumptions.

Definition: The Horns Effect is the opposite of the Halo Effect. It refers to when the perception of one negative characteristic of a person influences the overall judgment of their other qualities. If an individual exhibits one negative trait (like poor punctuality), it may lead others to assume they have other negative traits, even if those traits are unrelated.
Explanation: This bias distorts our perception negatively. A single negative trait can influence the overall evaluation of a person, leading to a biased and generally unfavorable view.
Example: If an employee fails to meet deadlines in one instance, others may assume they are generally unreliable, even though their performance in other areas may be excellent.