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1. Perceptual Errors
2. rectifying perceptual errors
3. Specific Applications in Organizations
Presented by
Perceptual Errors
Perceptual error means not seeing reality is.
Or
Illusion can be understood as reliable
perceptual error (when the constancy
doesn’t hold good)
There are many types of perceptual
errors
STEREO TYPING
HORN EFFECT
HALO EFFECT
RECENCY EFFECT
PRIMARY EFFECT
SIMILAR TO ME EFFECT
FUNDAMENTAL ATTRIBUTION ERROR
SELF SERVING BIAS
SELF FULFILLING PROPHECY
Stereo Typing
“Making positive or negative generalizations
about a group or category of people, usually
based on inaccurate assumptions and beliefs
and applying these generalizations to an
individual member of the group.”
Horn Effect
Based on one NEGATIVE quality, we assumed
the person is BAD. i.e. we perceived the whole
person, based on ONE quality.
Halo Effect
Drawing general impression of individual on the
basis of a single characteristic. i.e. if someone is
good at one dimension, he/she is perceived to be
good at other dimensions as well.
Recency Effect
when the most RECENT information
influence our judgement, even though we
have a whole of other information on the
Person.
Primary Effect
Tendency to form a judgement/opinion
quickly based on the first information we
received. (Subsequently, we may received
other information),but based our
judgement on the first information.
The Similar-to-Me Effect
We tend to favour/like or give favourable
judgement to those who are similar to us.
Example
two candidates came along for interview, one
from Delhi and the other from Bihar. As
interviewer is from Delhi, he tend to the
candidate from Delhi, better evaluation.
Fundamental Attribution Error
The tendency to underestimate the influence of
external factors and overestimate the influence
of internal factors when making judgments
about the behavior of others.
Self-Serving Bias
• Rectifying Yourself
• Acting as a Mediator
• Maintaining impartiality
• Horn Effect:
The opposite of Halo Effect. Avoid appraising an employee
undeservedly on one quality because she is not attractive.
• Recency Effect:
Avoid appraising an employee on the basis of person’s recent
behavior.
Avoid Negative Decision Making
• Primary Effect:
Avoid appraising an employee on the basis of person’s first behavior
instead of looking how he behaved throughout the period of appraisal
period.
• Same as Me:
Avoid giving a good appraisal because the person is having same
qualities like you.
• Status Effect:
Better appraisals for higher level positions consistently in
compare to others.
• Strict Rating
Consistently harsh in appraising performance.
Specific Applications in
Organizations
Employment Interview
Performance Expectations
a) Pygmalion Effect
b) Golem Effect
Performance Evaluations
Employee Effort
Employment Interview
Perceptual biases affect the accuracy of interviewers
judgments of applicants.