Bias … a word that ranges from tendency to prejudice. Some of the most common biases studied in organizational behavior are:
Primacy effect – the first impression, quick to appear but it last long. It is the main people selection tool that you use everyday. Try not to judge employees or employers based on that. You will loose precious time to realize that either you hired somebody that is not good for the job, either you work for somebody you have no respect for and is using you in ways you do not appreciate.
Contrast effect – it is not important how good you, but how good are you next to the other members of your team. People around you influence the way you are perceived. In business is important because an organization will move as fast as the slowest of its employees.
Halo effect – is the long term effect of the primacy bias. If you got it right the first time, you will get away easier with future low performance.
Similar-to-me effect – is the clone effect. The decision maker will hire a person that he perceive as similar with himself. The fact that the decision maker is a high performer does not guarantee the new comer will be the same.
Reliance on Central Traits - you will notice first what is interesting for you. If somebody is too formal you will perceive him as somebody that is hard to talk to. If a person is physically attractive you will perceive him as better professional.
Stereotyping – is the tendency to include people in social categories (lawyers) and ignore other differentiation factors. People are not their profession … or at least this is what we like to believe about ourselves.
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