It’s easy to over-generalize staff members. We consider that people we think positively about are easier to work with and are more likely to get our respect and understanding if difficult situations occur. On the other side, people we don’t care for we often feel are harder to collaborate with and may seek to avoid, but we also see only the negatives in them if they have their own tough circumstances.
In a somewhat related fashion, a psychological study performed by David Landy and Harold Sigall in 1974 found that participants judged the quality of essays based on appearance of the writers. Photos accompanying essays were divided into three subjective categories of personal attractiveness, and it was discovered that based on the image associated with an essay, those pictures with contributors being “more attractive” were more highly graded than other appearance types.
Compartmentalizing people into these opposite group designations is commonly referred to as the halo and horn effect. “Halo” designates those people that have something you like about them, making them “angles” in your eyes. “Horn” is the opposite—indicating that the individual has the qualities of a “devil” and possesses qualities that makes you want to avoid them.
One way you can review your feelings about individuals who may
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