Question

Discuss the below biases in detail:

1. the halo effect

2. The horn effect

3.Lieniency error

4.Error of strictness

5.the ecentral tendency error

6.the recency effect

7.the contrast error

8.The similiarity effect

Answer 1

1. Halo effect: The halo effect is a form of cognitive bias in which specific positive traits positively influence the overall evaluation of the person. For Example, if a person thinks you are nice, then he might also think he is smart. This effect has great impact in work place because if managers like someone then he might evaluate his work positively which results in positive bias.
2. Horn effect: Horn effect is a form of cognitive bias in which one negative behavior or trait of person results in overall negative bias towards him in other scenario. For example, an employee might be good in work but he might behave badly with others. His manager might evaluate his work on the basis of his behavior and give him negative appraisal.
3. Leniency error: Leniency error is the error which occurs when manager rate one’s performance very high even though he is not worth it. This might be because of leniency towards employee by manager.
4. Error of strictness: Error of strictness is the error which occurs due to high strictness of manager. Manager might evaluate one’s performance strictly which might lead to reduction in motivation and performance.
5. central tendency error: In this type of error rater tries to avoid giving extreme rating to others. This results in employee rating in middle of scale. For example, in scale of 5 manager might rate 3 for all parameters.
6. Recency effect: This is a type of error in which manager rate his subordinate based on recent behavior. For example, one might have performed extraordinarily throughout the year but during appraisal he might fail in few task which leads to poor rating.
7. Contrast error: This is a type of error in which manager contract or compare one with previously interviewed or appraised candidate.
8. Similarity effect: It is a type of effect in which manager compare himself with appraisal or interview candidate and rate more for one who has similar characters as manager. For example, manager might be having liking for particular sport which interview candidate also like. This might influence managers rating.