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Unformatted text preview: in a teacher evaluation system, a student might
perceive his instructor as a nice person, and this might favourably influence his perception of the instructor’s knowledge of the material and speed in returning exams
and papers. Similarly, a manager might rate an employee as frequently late for work,
and this might in turn lead her to devalue the employee’s productivity and quality
of work. As these examples illustrate, halo can work either for or against the ratee.
In both cases, the rater fails to perceive differences within ratees. The halo effect
tends to be organized around central traits that the rater considers important. The
student feels that being nice is an especially important quality, while the manager
places special emphasis on promptness. Ratings on these characteristics then affect
the rater’s perceptions of other characteristics.
The similar-to-me effect is an additional rater error that may, in part, reflect perceptual bias. The rater tends to give more favourable evaluations to people who are
similar to the rater in terms of background or...
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- Spring '14