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Appraisals: The Halo Effect And Attribution Error

774 Words4 Pages

The purpose of appraisals in this form are to assess and evaluate job performance and quality. With the role of conducting the appraisals, problems of reliability can arise when bias enters the equation. A couple of the issues regarding appraisals are the halo effect and the fundamental attribution error. The halo effect and attribution error are described as some of the problems in appraisals. The text defines the halo effect as an “overall positive evaluation” based on one positive aspect of a person. The fundamental attribution error is the tendency to blame others’ situations on dispositional reasons. Both of these issues lead to inaccuracy and unreliability in the workforce evaluation process. The halo effect is in use when an individual receives positive evaluations based off of a positive characteristic. This positive aspect could be the individuals punctuality, attractiveness, humor, friendliness, etc. In the end, the appraisal usually has nothing to do with the productivity or quality of work produced by the employee, but only the superficial aspect(s) of the person. The opposite can be seen as well, and is called the rusty halo effect. The text explained the halo effect is fueled by the confirmation bias (Verhulst, Lodge, & Lavine, 2010). The confirmation bias is the tendency to only validate or look for evidence that supports one’s position. During a first impression, if a positive aspect of a subordinate is observed, it is easier for supervisors to view that

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