Frequently used shortcuts in judging others:

Frequently used shortcuts in judging others:

Selective perception:

• Any characteristics that make a person, object, or event stand out will increase the probability that it will be perceived.
• It is impossible for us to assimilate (integrate, adjust, absorb) everything we see: only certain stimuli can be taken in, their interest, background, experience.
• E.g. car like your own car
• Selective perception allows to “speed-read” others, but not without the risk of drawing an inaccurate picture.
• Because we see what we want to see, we can draw unwarranted conclusions from an ambiguous situation.

Halo effect: 

• drawing a general impression about an individual on the basis of a single characteristic.
• Single trait to influence overall impression
• Class instructor:
• Enthusiasm: rated high
• Knowledge, quiet, qualified: rated low

Contrast effect:

• evaluation of a person’s characteristics that are affected by comparison with other people recently encountered who rank higher or lower on the same characteristics.
• We don’t evaluate a person in isolation, our reaction to one person is influenced by other person we have recently encountered.
• Interview: a candidate is likely to receive a more favorable evaluation if preceded by mediocre applicants and a less favorable evaluation if preceded by a strong applicant.
• Never perform (entertainers) after a kids or animal.

Projection:

• Judge others if we assume that they are similar to us.
• Attributing one’s own characteristics to other people
• You like challenges and responsibilities in your job: you assume that others want the same

Stereotyping:

• Judging someone on the basis of one’s perception of the group to which that person belongs
• All Muslims are not terrorist
• Stereotypes based on gender , age, race, ethnicity and weight
• Women  won’t relocate for promotion
• Men are not interested in child care
• Older workers can’t learn new skills
• Asians immigrants are hardworking
• Overweight people lack discipline.

 (Ref: Organization Behavior, S.P.Robbins)