1. Discuss 2 types of perceptual distortions.

Halo effect
The halo effect is a cognitive bias that claims that positive impressions of people, brands, and
products in one area positively influence our feelings in another area. The halo effect refers to
the idea that our overall impression of someone will directly impact how we perceive almost
everything they do. If that person has an overall positive impression—a halo as it were—then
we’re more likely to perceive everything they do more positively.
An example of the halo effect is when one assumes that a good-looking person in a photograph is
also an overall good person. This error in judgment reflects one’s individual preferences,
prejudices, ideology, and social perception.
Another example is, when some employees are always viewed with a more positive light (the
“halo”), that almost by default means that there will be others who are not viewed as positively,
even if their actions are substantially the same. This can lead to resentment from those who are
not afforded the same benefits, projects, assignments or other perks that come with being a
favoured employee. In short, the halo effect can damage those who are not in it.
We can find this bias in all aspects of our life, from interactions at school and in the workplace,
to responses to marketing campaigns. When the halo effect takes hold of our decision-making, it
can hinder our ability to think critically about other peoples’ traits. As a result, we may
mistakenly judge others unfairly and miss out on valuable opportunities.
The halo effect can be the result of any number of things. It could be as simple as the employee
performing a particular task very well very early on in his or her career, creating a lasting good
impression. It could be a shared hobby or interest that creates a bond with someone in a position
of power. It could be the employee’s attitude or professionalism creates a great first impression.
It could be that the employee was recommended to be hired by someone in a position of
authority, creating an instant good impression before even meeting the individual.
This is a cognitive bias that we all have—both in the workplace and out. We tend to make quick
judgments and decisions based on past experience or limited information. This tendency is good
in general, because it helps us navigate daily life, but it can lead to biases that can occasionally
lead to unfair treatment. This is why it’s important to recognize biases like the halo effect and the
impact they may have in the workplace.
Aside from its negative impact on our individual lives, the halo effect can add up to create
systemic challenges. One example of this can be seen in the psychology behind consumerism.
Studies have shown that when the same food products are labeled ‘organic’ and ‘conventional’,
the ‘organic’ products receive higher ratings and consumers are willing to pay more for
them.1 This demonstrates how consumers can be manipulated to spend more money than is
necessary.
The halo effect occurs because human social perception is a constructive process. When we form
impressions of others, we do not rely solely on objective information; instead, we actively
construct an image that fits in with what we already know. Indeed, the fact that we sometimes
judge another person’s personality based on that person’s physical attractiveness is quite
surprising.
The term “halo” alludes to the religious concept of a glowing circle crowning the heads of saints
and bathing their faces in a heavenly light. In terms of the cognitive bias, the halo represents the
positive light that we place upon people or things because of certain external characteristics.
Because of their apparent halo-like qualities, we may be subject to overestimating the worth of
people or things.
Having an awareness of the halo effect can help us understand how it affects our lives. Whether
you are trying to evaluate another person, deciding which political candidate to vote for, or
choosing which movie to watch, you should consider how your impressions of them might
change your evaluations of their other characteristics. Though being aware of the halo effect
does not eliminate the bias from our lives, it can certainly help to improve our objective
decision-making abilities.
First impression error
Research has indicated that interviewers make decisions about candidates very quickly, in fact in
the first 30 seconds to 2.5 minutes. This tendency to make initial judgments, positive or negative,
about a candidate in those first few moments is called ‘first impression error’.
 Sometimes people make hasty judgments or evaluations of other people based on their first
impressions. The first three minutes of a job interview can determine whether the person will get
the position. Research suggests that positive first impressions are more likely to change than
negative first impressions.
After that first impression is made, most hiring managers will then spend the remainder of the
interview searching for validation of that initial decision. First impression error is a major
obstacle to developing accurate perceptions of candidates and making a truly informed decision.
The factors that influence that first impression, such as physical presentation, demeanour, tone of
voice, aren’t reliable indicators of job performance. Most managers will think of it as ‘gut
feeling’ but really, it’s an error in their interview approach and one that can cost them great
employees.
Fighting off that natural instinct to make quick judgments isn’t easy to overcome. Interviewers
need to train themselves to enter interviews with an open mind and actively listen to responses
before forming their decisions. Having a set plan for each interview and concentrating on
measuring each candidate against the same benchmark can help to weed out bias.
2. Explain 2 factors influencing perceptions.
Perceiver
Several characteristics of the perceiver can affect perception. When an individual looks at a
target and attempts to interpret what he or she stands for, that interpretation is heavily influenced
by personal characteristics of the individual perceiver.
Attitude
The attitude and aptitude of employees influence perception formation. If they have positive
attitudes towards the management, they directly perceive the stimuli given by management. In
the case of negative attitudes, the employees suspect the management’s approach. Employees of
high aptitude have a desire and attitude for growth. They behave positively toward the
management of an organization.
Motives
The motives and desires of employees cause them to view stimuli differently as per their level
and angle. Helpful motives of the employees will always assist the management. If they desire to
develop themselves and the organization, they will perceive objects and situations positively.
Employees having low motives will not work sincerely. The perception will differ depending on
different types of motives.
Interest
The interest of individuals draws more attention and recognition to stimuli. Less attention and
recognition lowers the impact of stimuli or objects on behaviour. If employees lack interest,
behaviour pattern will be less effective, and the perception will be weak.
Experience
The experience of employees results in different levels of perception. A young employee takes
time to understand the object and situation. Experienced employees generally understand objects
quickly and correctly. However, in contradictory situations, it is difficult to correct aged persons,
whereas the young are easily moulded towards achieving the objectives of the organization.
Expectation
Expectations distort perceptions. People see what they expect to see. If they see the object and
the situation differently from their expectations, they get frustrated. They are unable to modify
their behaviour. The employees may expect more pay and so they perceive the management from
that angle. The real stimuli are not properly perceived if expectations exist there on. The
management has to evolve expectations for proper perception.
Self-Concept
Another factor that can affect social perception is the perceivers’ selfconcept. An individual with
a positive self-concept tends to notice positive attributes in another person. In contrast, a negative
self-concept can lead a perceiver to pick out negative traits in another person. Greater
understanding of self allows us to have more accurate perceptions of others.
Target in perception
Characteristics in the target that is being observed can affect what is perceived. Physical
appearance plays a big role in our perception of others. Extremely attractive or unattractive
individuals are more likely to be noticed in a group than ordinary looking individuals.
Physical appearance
Physical appearance plays a big role in our perception of others. The perceiver will notice the
target’s physical features like height, weight, estimated age, race and gender. Perceivers tend to
notice physical appearance characteristics that contrast with the norm, that are intense, or that are
new or unusual.
Verbal communication
Verbal communication from targets also affects our perception of them. We listen to the topics
they speak about, their voice tone, and their accent and make judgements based on this input.
Non-verbal communication
Non-verbal communication conveys a great deal of information about the target. The perceiver
deciphers eye contact, facial expressions, body movements, and posture all in an attempt to form
an impression of the target.
Targets are not looked at in isolation; the relationship of a target to its background influences
perception because of our tendency to group close things and similar things together.
Objects
Objects that are close to each other will tend to be perceived together rather than separately. As a
result of physical or time proximity, we often put together objects or events that are unrelated.
People, objects or events that are similar to each other also tend to be grouped together. The
greater the similarity, the greater the probability we will tend to perceive them as a group.
2) Our ideas, opinions and actions are usually responses to something else. It may be a
person or a situation that makes us think a certain way. Perception may even be negative,
which can have adverse effects in the workplace. One’s attitudes, motivations, expectations,
behavior and interests are some of the factors affecting perception. Let’s explore these
factors with examples to understand the importance of perception in a professional setting.
a) Individual Differences- every person is unique and brings different attitudes to a team.
You may work well when collaborating with others while your coworker prefers to work in
isolation. Each of these differences affects your perception of your team and organization.
You’ll behave differently when you’re working with your colleague as opposed to someone
else. Your perception of your coworker shapes the way you work as well. In the workplace,
it’s necessary to respect these differences and work with others to create harmony.

b) Motivations- say you want to work for a few years and gain enough experience to get into
business school for an MBA. Your motivations will impact your perception of your work.
You’re more likely to make just enough effort to work well, get positive feedback and fulfill
your requirements. So, our motivations affect the way we approach a situation. When it
comes to teamwork, each member’s motivations will be different. But to achieve collective
goals, management has to bring everyone on the same page and communicate their
expectations.

3) It has been said that perception is reality. In the workplace, perception that is not managed turns into
rumors, gossip and backbiting, which in turn leads to destruction. Unmanaged perception becomes a
reality that is not intended.

As a manager, identify five ways to manage perception at the workplace.

3) Perception is how people tend to operate and behave in the world, based on what they believe
to be true. For leaders, what people observe or assess as your ability and your effectiveness as a
leader becomes their reality about you (their perception). And what sets great leaders apart from
average ones is the ability to manage perceptions. Perceptions that are not managed become
rumors, then gossip, then backstabbing, which is destructive for an organization’s environment.
Unmanaged perception becomes a truth that was not intended. So, as leaders if you want to
communicate successfully, influence, or lead people, you must understand how you are
perceived so you can change perception.
- Get feedback. Find out what others perceive about you by asking for feedback from people you
trust and spend some time on self-reflection. If you do not know how you are perceived, you
cannot change things. Building self-awareness though, involves courage and commitment. So be
open to constructive criticism as this helps with understanding your own strengths and
weaknesses.
- Let your leadership actions match your words every single time. Especially now when
employee confidence in organizations might have been shaken, leaders need to motivate and act
with conviction. You need to continually communicate the reasons behind your decisions,
especially the difficult ones. Do not forget to follow- through on your actions because without
follow-through, this can lead to a negative perception of you as untrustworthy.
- Be aware of the effect you have on others. Are your employees happy when you visit their
work area or do they dread it? Know the effect that stress has on you and how this looks to
others. Most importantly, be visible at strategic moments, both the good and bad. Be around to
give explanations and answer questions when bad news is delivered but also celebrate alongside
your staff during good times. If people do not perceive you as their leader, they will not treat you
as such and will not follow you. If they will not follow you, you cannot be effective.

- Recognize a Hopeless Situation while the goal is to improve the employee’s behavior so that
your team can be happier and more productive together, realistically there will be times when
that isn’t possible. If your previous interventions haven’t had the desired effect and the staff
member is unwilling to change their behavior, you need to follow your company’s termination
procedure and cut your losses.

- Write Down Expectations is detail your expectations for what needs to improve and set a
timeline for improvement. Write down a clear plan of action with a specific timeline and
evaluation framework for measuring success. Sign the plan and have the employee sign it as
well. You should both keep a copy of the document so the employee can use it to enact the plan
and you can evaluate performance moving forward.