The influence of this psychological phenomenon is very great. We all know how to «hang labels». Teachers give students a «diagnosis» of the eternal bully or the best in the class. We once and for all reward a colleague with the stigma of a successful employee or a failure. Why do we judge by the first and usually superficial impression? Is it possible to “break through” once formed opinions about us and about others?
Ọ bụrụ na echiche mbụ nke mmadụ dị mma, gụnyere n'ihi ọnọdụ, mgbe ahụ, akara gbakwunyere na-agbatị na njirimara ya na omume ya niile. A na-agbaghara ya nke ukwuu. Ọ bụrụ na, n'ụzọ megidere nke ahụ, echiche mbụ ahụ na-agbaji, mgbe ahụ, n'agbanyeghị otú mmadụ si eme nke ọma n'ọdịnihu, a na-enyocha ya site na priism nke nyocha mbụ.
Maka ndị Russia, enwere ike ịkọwa mmetụta a site n'enyemaka nke ilu "ha na-ezute dị ka uwe ha si dị, na-ahụ ha dị ka uche ha si dị". Naanị ihe dị iche bụ na n'ihi mmetụta nke mmetụta halo, ha na-emekarị "na-ahụ" onye ọ bụla n'otu uwe ahụ. Na ka e wee hụ uche n'azụ ya, onye na-ebu halo kwesịrị ime mgbalị dị ukwuu.
Ọtụtụ mgbe, a naghị emeri ajọ mbunobi. Nke a na-apụta ìhè karịsịa n'òtù ụmụaka na ndị nọ n'afọ iri na ụma. Dịka ọmụmaatụ, ọ bụrụ na onye bịara ọhụrụ na klas ahụ adịghị mma ma kpọọ ya ozugbo dị ka onye na-adịghị atọ ụtọ site na ụmụ klas ya, ọtụtụ mgbe naanị ihe ngwọta bụ ịgbanwe klaasị, ebe ị nwere ike ịmalite ọhụrụ ma gbalịa ọzọ iji nweta mmetụta mbụ.
Kedu ihe bụ ihe a?
In the 1920s, the American psychologist Edward Thorndike discovered that when we evaluate others, we are guided by the perception of certain personality traits — such as appearance, cheerfulness, talkativeness — and they overshadow everything else. The psychologist called this phenomenon the halo effect or the halo effect.
The halo effect describes an unconscious perception error: individual qualities of a person — attractiveness, external inferiority, exceptional achievements — dominate other qualities unknown to us, which we ourselves think out, finish drawing in our heads. The first impression overshadows everything else, creating a halo. In social psychology, the effect is referred to as cognitive distortions.
For example, imagine that you are introduced to a person with amazingly good manners — and in a few minutes you create in your head the image of a well-groomed, educated, eloquent, charming interlocutor.
In other words, a single distinguishing feature allows us to infer other unknown qualities.
An overweight person is often perceived as lazy, weak-willed, clumsy, or even stupid. Students with glasses are considered by many teachers to be more well-read and even smarter.
And, of course, Hollywood stars fall under the influence of the halo effect. Since many actors are associated with the characters they play, and we see them in reports and on TV as glamorous divas, we believe that they are like that in real life.
Ọfọn, ikpe ama ama nke mmetụta nke mmetụta halo bụ Khlestakov sitere na onye nyocha gọọmentị. Obodo dum nabatara ya na mbụ dị ka onye nyocha, na-ahụghị ihe ndị doro anya na-ekwekọghị ekwekọ na mmejọ na omume na okwu ya.
Gịnị mere ụbụrụ anyị ji chọọ mmetụta a?
Na-enweghị mmetụta halo, ọtụtụ akụkụ nke akụ na ụba ga-ada nnọọ ada. "Ọ bụrụ na m na-eyi otu uwe ogologo ọkpa nke nwanyị a na-azụ ahịa na-eme nke ọma, m ga-enwekwa otu mmetụta ahụ!" Ngwa ndị China na-aghọ ngwa ngwa ngwa ngwa ka ọ bụrụ ngwa ejiji (na ọbụna ọnụ ahịa ya na-arị elu ruo ọtụtụ narị euro) ma ọ bụrụ na a hụrụ ya ma tinye ya site na kpakpando ma ọ bụ supermodel. Nke a bụ n'ụzọ siri ike ka ọ na-arụ ọrụ.
Ma gịnị mere ụbụrụ anyị ga-eji kpacha anya eduba anyị n'ọnyà? N'ime ndụ anyị niile, anyị ga-ahazi nnukwu ozi. Anyị kwesịrị iji opekempe ozi ịnyagharịa, maka nke a, anyị kwesịrị ịhazi ihe na ihe ndị gbara ya gburugburu, soro ha na-akpakọrịta. Mmetụta halo na-eme ka usoro ndị a dị mfe.
If every time we deeply analyzed the entire incoming stream of visual and other stimuli, we would simply go crazy
So in a sense, the halo effect is our defense mechanism. But at the same time, we deprive ourselves of a more objective view, which means that we limit our capabilities. And the one on whom we «put on» a halo runs the risk of forever remaining in our eyes in the role we have invented for him.
Kedu ka esi emeri mmetụta halo?
Ewoo, “ịkwụsị” halo siri ike, ma ọ naghị ekwe omume. Anyị nwere ike ịhụ ya n'oge a n'echiche nke anyị banyere onye ọzọ ma ọ bụ na nyocha nke onwe anyị, mana oge ọzọ anyị ga-adaba n'okpuru mmetụta ya n'ụzọ na-enweghị atụ. N’agbanyeghịkwa na anyị niile ma okwu bụ́ “ejila n’ihu akwụkwọ ekpebi akwụkwọ,” ọ bụ ihe anyị niile na-emekarị.
If the person whom we awarded the halo is important and dear to us, the only antidote is to analyze our impression, decompose it into its components: highlight the leading, key feature for the halo and name the rest that are gone in our perception due to the halo effect on the second plan. Especially such a technique is necessary for managers, HR-specialists who make personnel decisions. For example, in Australia, resumes are not accompanied by photographs so that external data does not overshadow the competencies of the applicant.
Ọtụtụ n'ime anyị bụ ndị ntuli aka, yabụ na anyị ekwesịghị ịzụrụ mmetụta dị egwu nke ndị ndọrọ ndọrọ ọchịchị bụ ndị, ọkachasị tupu ntuli aka, na-anwa ịdị ka ndị nwere obiọma, mepere emepe na ndị nwere ọrụ. Na ebe a anyị onwe anyị kwesịrị ịnakọta ozi gbasara onye na-azọ ọkwa, ka ọ ghara ịghọ onye aghụghọ nke onwe ya.
And no one prevents us from collecting information about ourselves and our own halo — about how others perceive us.
We can honestly say that we know about the phenomenon of the halo effect, and invite the interlocutor or colleague to look a little deeper under our “nimbus” and give us a chance to show all our qualities. Directness and sincerity are often disarming. You can also think about how we would like to look in the eyes of others and what we can do for this, but in such a way as to remain ourselves.