This case mainly centers on the question “what is your greatest weakness?” The table on 7-2 present varying responses that the recruiter can have. A halo effect is where there is an overall impression of the candidate and it influences other ratings about the interviewee. An example is when a person meets all the qualifications on paper but their interviewing skills may need a lot of work. The recruiter may be willing to overlook or not judge as harshly because on paper they have everything they want in an employee (Holbrook, 1983). This can also tie into leniency which is when a personal characteristic causes a person to rate much more positively. In example, if the person went to the same university as the recruiter they may feel a bond with the individual. This would lead them to mark the person higher than others just because they do not want to say anything negative about another alumni.
Recency effects is when the recent information impacts a decision. This can be a misstep when answering any question and giving the recruiter a strong sense of doubt. That doubt will carry over to their final decision and negatively impact the whole interview process. The bad will essentially override any good despite the effort put into the situation. Contrast effects will always play a part during any interview process. There is competition for every job and the interviewers are trying to find the best person for a job. If a person is honest and says that their weakness is doing routine work and another person says they have no weaknesses you are left with the idea that one is honest and the other is presenting false information (Krietner & Kinicki, 2013).
In this case the recruiters’ perceptions are based on the person not ad...
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...s I wanted more responsibilities and work rather than needing to be micromanaged. On the downside a recruiter could take view this negatively. If they are looking for people to do one job and only one job I may not be the best hire. They could think that I would think any position is temporary because I am always looking toward the next thing. It would be a valid concern but I would hope that my work history and general attitude would help ease any concerns.
Works Cited
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"The Effects of Music on Emotional Response, Brand Attitude, and Purchase Intent in an Emotional Advertising Condition." By Jon D. Morris and Mary Anne Boone. N.p., n.d. Web. 17 Dec. 2013.
There is a reason why people are always happy in the world of commercials. By associating positive feelings with the product, the a...
Shaw, Bernard. Pygmalion. Rpt. in The Longman Anthology of British Literature. Ed. David Damrosch, et al. Vol. 2. New York: Addison-Wesley Educational Publishers Inc., 2003. 2,087-2,143.
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Martin Lindstrom, a global branding expert (one who travels the world studying, researching, and applying marketing techniques to improve the sales of a product), writes an informative book about the techniques of marketing, and new innovative research in the field of Nueromarketing. Thus Martin Lindstroms’ main objective addressed throughout this book, with the use of personal studies, is to condense corporate spending towards a more efficient marketing tool besides the current failing one. His research involves the use of an fMRI (functional Magnetic Resonance Imaging) and the SST (Steady State Topography); as well as other machines mentioned later in this review. An SST, Lindstrom explains, analyzes brain areas approximately one millimeter in diameter, marked by oxygenation of brain cells via hemoglobin transport. Lindstrom reapplies the use of the fMRI and SST combination tests to analyze how people “think” when they see advertising. This, as well as other objectives, is explained in further detail later in this review.
Stewart, M. (2010). Theories x and y, revisited. Oxford Leadership Journal, 1(3), 1-5. Retrieved from www.oxfordleadership.com/journal/vol1_issue3/stewart.pd
As Director of Human Resources for People, people who need people.com, I have created the following training proposal which will include common problems that occur when managers complete performance reviews and suggestions for supervisors on how to eliminate or reduce these problems.
The halo effect phenomenon is researched by Nisbett & Wilson (1977) and published in their experimental paper titled The Halo Effect: Evidence for Unconscious Alteration of Judgments and will be the main topic of this paper. The halo effect, also known as the physical attractiveness stereotype is a form of cognitive bias in which we assume that people who are physically attractive are also blessed with other appealing attributes such as kindness and intelligence. Limited information about the halo effect is known, and experiments conducted on the topic are even scarcer. This stereotype is portrayed to us at a young age through most Disney movies where we learn that if something is beautiful it is also good. A prime example is Cinderella and
Oxford Dictionaries defines attitude as a settled way of thinking or feeling about someone or something, typically one that is reflected in a person’s behavior (Attitude, n.d.). There are numerous assumptions about attitude and human behavior regarding how leaders interact with followers which can forecast productivity and success levels of both in their roles. As indicated by Lussier and Achua (2013), “Successful leaders have positive, optimistic attitudes” (p. 49). This essay will identify how Theory X, Theory Y, the Pygmalion effect, and self-concept are similar and different. In addition, some observed examples of these
Matthew R. Fairholm states, “Our leadership perspective defines what we mean when we say "leadership" and shapes how we view successful leadership in ourselves and others.” (Pg. )Therefore, change and modifications of desired behaviors must first stem from leadership, in order to achieve success. Follett does consider the challenges for “old-fashioned employers,” they have a difficult time transitioning and comprehending that training and employee is much different from providing orders. Therefore, these types of employers express their frustration with employees who are unable to complete tasks, when in actuality the employee is at a disadvantaged as they are not trained and new habits were not created and reinforced. Follett affirms that lack of training, is a deficiency in education. Therefore, it is crucial for leaders and employers to develop and plan ahead for modeled behaviors to gain the desired responses. Follett asserts psychology has a significant involvement because depending on the delivery of the order and how it is elicited can be the control of how responses are given
Spense, Charles. "Managing Sensory Expectations concerning Products and Brands: Capitalizing on the Potential of Sound and Shape Symbolism." Science Direct. N.p., 2012. Web.
Leadership is a desirable trait by many and is needed to be successful within an organization. However, leadership comes in many forms. There are leaders that contain the gift of interpersonal communication, where an individual can effectively work with others to build teams or resolve conflicts. Then there are those leaders that have the innovation to guide the team in the right direction. An ideal leader would encompass both of these qualities. It would be accurate to assume that behavioral traits can be a good indicator in predicting those that possess the qualities to be an effective leader. Nevertheless, I concur with the theory that the ability to recognize an individual’s weakness allows for training to become efficient in that area.