Employee must try to be careful not to make such biases in order to maintain goodorganizational relation.
Shortcuts in Perception
People tend to apply many shortcut techniques while judging and analyzing others. These may make the task more manageable or save time but often leads toincorrect results. In an organization we should be very careful about these shortcutswhen we analyze or evaluate an employee. Common shortcuts used inorganizational context are:
Halo effect is drawing general impression of an individual based on a singlecharacteristic such as intelligence, appearance, cooperativeness etc. Halo effect isvery common in an organization during selection and performance appraisal. Therater can make an error in judging a person’s total personality and/or performanceon the basis of single positive trait.
Stereotyping is judging someone based on the perception of the group orcommunity s/he belongs to. It can be based on gender, age, race, ethnicity etc. Inan organization managers, laborers, old people, minorities, women are commonlystereotyped group. For example, a newly appointed manager may be characterizedas authoritative, uncooperative, and exploitative by the sub-ordinates simplybecause he belongs to managerial class. Stereotyping should be minimized in anorganizational as it can result into biased environment, inferiority anxiety, lowerexpectations and poor organizational relations.
It is evaluation of a person’s characteristics in comparison with other peoplerecently encountered. We perceive a person in relative to other. For example in aninterview session, the contrast with previously interviewed candidate, an averagequalification may look better or worse than they really are.
Ethnocentrism is judging or comparing others based on one’s own culture, valuesand standard. It is the feeling of being one’s culture, values and standards superiorto others. For example an American manager may not communicate openly with hisAsian counterpart because he feels superior. Ethnocentric behavior is very muchderogatory for organizational relation.