Pagell A Project Report on Bobo Doll Experiment, Interview an older adult, Locus of Control, and Halo Effect Submitted by Nirman Paul, MBA Registration number: 2150119 Under the guidance of Prof. Dr. Saurabh Verma Assistant Professor, Department of Management Studies NIT Silchar Department of Management Studies National Institute of Technology, Silchar NIT Road, Fakiratilla, Silchar, Assam, 788010Page l2 NATIONAL INSTITUTE OF TECHNOLOGY::: SILCHAR-10 (An Institution of National Importance) ‘Assam ~ 788 010 Phone : (03842) 224879 Website: [Link] [Link] Fax:(03842) 228797 Project Completion Certificate This is certifying that "A Project Report on Bobo Doll Experiment, Interview an older adult, Locus of Control, and Halo Effect." done by Nirman Paul, MBA dept, Registration no. 2150119 is worth of acceptance. Prof, Dr. Saurabh Verma Assistant Professor, DOMS, NIT SilcharPagel3 Declaration by the student I Nirman Paul, MBA, Registration no. 2150119, declare that the project titled "A Project Report ww an older adult, Locus of Control, and Halo Effect. on Bobo Doll Experiment, Inter is my own work done with the guidance of Prof. Dr. Saurabh Verma. Talso declare that the project does not contain any other work submitted for any other project work either in this institute or in any other institute without proper citation Nirman PaulPagel4 ACKNOWLEDGMENT It is my pleasure to meet the various people who directly or indirectly contributed to this work and who influenced my thinking, behavior, and acts during the study. also thank all the participants who participated in my report by filling up questionnaires and providing us with the desired information. 1am very thankful to Prof. Dr. Saurabh Verma for his support, cooperation, and motivation provided to me during the course of study for constant inspiration, presence, and blessings. Nirman PaulPage ls Table of Contents Activity 1: Bobo doll experiment. Aim, 7 Introduction. 7 Description of the test. 7 Materials Required. 9 Subject profile. Answers to the questions asked. Snapshots of the test conducted. Conclusion... Reference Activity 2 : Interview an older adult. Aim. 14 Introduction. 14 Description of the test. 14 Materials Required. 4 Subject profile. 14 Answers to the questions asked. 15 Snapshots of the test conducted... Conclusion. References... 18 Activity 3: Locus of Control... 19 Aim 219) Introduction. .19 Description of the teSt...ossennnnnnnnnnnnnnnnnnsnennnnnnnensenses 19 Materials Required. a Subject profile. 21 Answers to the questions asked. a Snapshots of the test conducted. 2B ConclusioRefer Activity 4: Halo Effect. Aim... Introduction. Description of the test. Materials Required. Subject profile. Answers to the questions asked... Conclusion... References... 26 27 27 27 28 30Pagel7 ‘% Activity 1: Bobo Doll Experiment: > Aim: The aim of Bandura's experiment was to investigate if social behaviors (i.e., aggression) can be acquired by observation and imitation, v Introduction: According to the Social Leaming theory proposed by Dr. Albert Bandura, new behaviors in individuals can be acquired by observing and imitating others. It states that learning is a cognitive process that takes place in a social context and can occur purely through observation or direct instruction, even in the absence of motor reproduction or direct reinforcement. It emphasizes the importance of observing, modeling, and imitating the behaviors, attitudes, and emotional reactions of others. To test that, Albert Bandura conducted a test on 72 nursery kids of Stanford University Nursery School to study the pattem of behavior associated with aggression. The aim of Bandura's experiment was to demonstrate that if children were witnesses to an aggressive display by an adult, they would imitate this aggressive behavior when given the opportunity. According to Bandura, children do observe the people around them behaving in many ways. Individuals that they observe are called models, In society, children are surrounded by many influential models such as their parents, teachers, cartoon characters they watch on TV, and also their friends. Children pay attention to some of these models and try to imitate their behavior. > Description of the test: Bandura, Ross, and Ross, in 1961, selected 72 children (36 boys and 36 girls) from the Stanford University Nursery School to test the theory. The researchers pre-tested them for how aggressive they were in nature by observing them in the nursery and judged their aggressive behavior on four S-point rating scales. Then only it was possible to divide the children into groups to have a similar level of aggression in their everyday behavior, The experiment is, therefore, an example of a matched-pair design. To test the inter-rater reliability of the observers, 51 of the children were rated by two observers independently, and their ratings were compared. These ratings showed a very high- reliability correlation (r = 0.89), which suggested that the observers had a good agreement about the behavior of the children. To conduct this study, a lab experiment was used. The independent variable, i.e, the type of the model, was manipulated in three conditions: + Anaggressive model is shown to 24 children, ‘+ The non-aggressive model is shown to 24 children. * No model(control condition) is shown to 24 children.Page |8 72 children Xs ri ™“ | \ \ | | | HE BE Be ee The experiment was conducted in three stages ice Stage 1: Modelling In the experimental condition, the children were individually shown into a playroom containing a different types of toys and played with them, some potato prints and pictures in a corner for 10 minutes while either: 1 ‘Twenty-four children ( Twelve boys and Twelve girls) watched a male and female model behaving aggressively towards a toy called "Bobo doll." Those adults distinctively attacked the bobo doll - they used a hammer in some cases, and in others threw the bobo doll in the air and shouted the words like "Pow, Boom." Another twenty-four children (Twelve boys and Twelve girls) were exposed to a non-aggressive model who played with the toys in a quiet and subdued manner for 1g the bobo doll, 10 minutes, completely ign ‘And the final 24 children ( 12 girls and 12 boys ) were used as a control group and not exposed to any model at all Stage 2: Aggression Arous: All the children, including the ones who were in the control group, were subjected to ‘mild aggression arousal,’ Each boy was taken separately to a room full of relatively attractive toys.Pagel9 > > > ‘As soon as the children started playing with them, the experimenter told them that these were the experimenter's very best toys, and she had decided to save them for other children, And they took those children to another room, Stage 3: Test for delayed intimation ‘The next room in which the children were taken contained some aggressive toys and some non-aggressive toys. The non-aggressive toys included a tea set, crayons, three bears, tic farm animals. and pla the aggressive toys included a mallet and pegboard, dart guns, and a3 feet Bobo doll. The child was there for 20 minutes, and their behavior was monitored and rated through a one-way mirror. Observations were made at S-second interval giving 240 response units for each child. Other behaviors that didn't imitate that of the model were also recorded, e.g., punching the Bobo doll on the nose. Materials required for the test: ‘The non-aggressive toys include a tea set, crayons, three bears, and plastic farm animals. The aggressive toys include a mallet and pegboard, dart guns, and a 3 foot Bobo doll, Subject Profile: ‘Thirty-six boys and thirty-six girls of Stanford University Nursery shool and aged between 3 t0 6 years. Answers to the questions asked: 1. Difference between Social Learning Theory and Social Cognitive Theory. Theories such as social learning theory and social cognition theory attempt to explain learning in a social context, The basic argument is that people lear new habits by observing [Link] two theories concentrate only on behaviour in terms of what can be learnt, ignoring knowledge and cognitive abilities, The term "social" refers to how social interactions impact how we lear new habits that aren't are based on necessarily social in nature and how we maintain them, Both ide: behaviourist traditions, which emphasise acquired behaviour while ignoring thought and emotion, Nonetheless, both theories recognise the relevance of cognitive processes in learning and behaviourI. Definition The Social Leaning Theory of Albert Bandura is a learning theory that posits that learning occurs in a social setting through observation of action and its consequences. Simultaneously, the Social Cognitive Theory is a more developed version of the Social Learning Theory. It asserts that learning can occur by observation of a behaviour, and that the leamer’s expression of that behaviour is governed by a triadic reciprocal determinism between personal (cognitive) elements, the behaviour itself, and the environment (reinforcement). IL. Proponents Bandura contributed the most to social learning theory, but there were other contributions from Neil Miller and John Dollard, Julian Rotter and Robert Burgess, and Ronald Akers, as well as influence from cognitive perspectives on learning, Albert Bandura, on the other hand, was the one who proposed the Social Cognitive Theory. [Link] Concept Observational leaming, reinforcement, leaming as a cognitive-behavioral process, and identification with a model are all essential principles in social learning theory. Human agency, observational learning and its four meditational processes (attention, retention, production, and motivation), triadic reciprocal determinism between cognitive, behavioural, and environmental elements, and self-efficacy are core principles in the social cognitive theory. IV. Cognitive Factors Cognitive factors are only acknowledged to play a role in the acquisition of novel behaviour in social leaming theory, but not much or none at all in its production. However, under the social cognitive paradigm, cognitive elements are just as significant as environmental factors in the acquisition and production of new behaviour.V. Reinforcement Consequences and reinforcement play a big role in the acquisition and production of behaviour in social learning theory. However, under the social cognitive paradigm, reinforcement or environmental influences have an equal part in the learning and production of behaviour as cognitive factors. VIScope The scope of Social Learning Theory is limited to a study of the learning process in a social setting. The concept of humans as agents capable of altering their environment and self-regulation is included in the Social Cognitive Theory, which has a broader theoretical scope. 2. Applications of social learning theory in an organization. The main building block of social learning theory is leaning by observing others. Some employees may prefer leaming by watching, while some may leam by experience, Social learning depends on peer-to-peer knowledge transfer, increasing the information received. Social learning theorists believe that employees learn workplace social behavior by observing how the organization responds to the conduct of other employees. So, by implementing that, the organization can teach employees workplace appropriate behavior. It also increases the speed of information transfer between the employees. When one employee solves one problem, the solution is readily available to other employees as well. So it reduces the time taken by the other employees to solve the problem. Good performance is always rewarded, and bad is not. In the social learning framework, rewarding good performance is a huge part of the learning process. Employees are motivated when they are rewarded, and those who sec that the excellent work is rewarded also get motivated to work even better 3. Based on the theory and its application, do you think violence is contagious in an organization? From the theory, we leam that people leam by observing others. We also got proof from the bobo doll experiment that they are indeed learning the aggressive behavior from seeing the models. In an organization, also same happens. If some employees behave aggressively and no one stops or punishes them, other employees also learn that and also,Page 112 behave aggressively if any dissatisfaction arises. So, we can conclude that violence is indeed contagious in an organization. > Snapshots of the test conducted: > Conclusion: Itwas found from the experiment that a) by d) p Children in the aggressive model group imitated aggressive behavior considerably more than those in the non-aggressive or control groups. Children who had witnessed aggressive conduct exhibited higher partial and non- imitative hostility. However, the difference was modest. If the model was male, the girls in the aggressive model condition had more physical aggressive responses but more verbal hostile responses if the model was female. The observation of how often they punched Bobo was an exception to this overall pattern, and in this case, the effects of gender were inverted, Boys were more inclined than girls to copy same-sex models. There is not much proof that girls imitate same-sex models. Boys emulated physically aggressive behaviors more than girls. There was little difference between boys and girls regarding verbal hostility. To conclude, the Bobo doll experiment demonstrated that children could learn social behavior such as violence through observation learning, which involves studying another person's conduct.> Reference ¥ Bandura, A., Ross, D., & Ross, S. A. (1961). Transmission of aggression through imitation of aggressive models. Journal of Abnormal and Social Psychology, 63(3), 575-582. ¥ Bandura, A., Ross, D., & Ross, S. A. (1963). Imitation of film-mediated aggressive models. Journal of Abnormal and Social Psychology, 66, 3-11 Y Bandura, A. (1965). Influence of models’ reinforcement contingencies on the acquisition of imitative responses. Journal of personality and social psychology, 1(6), 589. Y Bandura, A. (1977). Social Learning Theory. Englewood Cliffs, NI: Prentice- Hall. Y Bandura, A, (1986). Social foundations of thought and action: A social cognitive theory. Prentice-Hall, Inc.“Activity 2: Interview an older adult: > : To understand the process of aging and its impact on Job Satisfaction. Introduction: mployce job satisfaction is described as how happy they are with their jobs. This includes happiness with team members/managers, satisfaction with organizational policies, and the impact of their employment on employees’ personal lives, in addition to their daily responsibilities. It's crucial to keep in mind that job satisfaction varies by employee. The elements that make one employee feel good about their employment may not apply to another employee in the same work under the same circumstances, According to certain job polls, older people are happier in their jobs than younger workers. The benefits of having a lengthy career, such as higher income, better benefits, and professional accomplishment, may contribute to older employees’ increased job satisfaction. To know if it is true or not, one known older male is interviewed, and his views are taken. Description of the tes One older male of age 50+ is being interviewed to know his views on old age and understand the process of aging and its impact on job satisfaction. The subject was asked about his personal background, educational background, family background, his views on aging and whether it impacted his job satisfaction or not, and at last, if he had any stereotypes regarding old age. After the interview, his thoughts are analyzed to know if the preassumption with age job satisfaction increases or not Materials required for the test: i. A mobile phone or camcorder for recording the video ii, Microphone iii, Pen and paper iv. tripod stand Subject Profile: © Subject name: Aloknath Ghosh * Sex - Male © Age-51 years © Height -5'10" © Weight - 70 kgs © Marital status - MarriedPage |15 © Siblings - 4 © Children - 1 » Answers to the questions asked: The interview details: Nirman: So, as you know, I am here to get your interview to understand the process of aging and its impact on job satisfaction. But, before that, as you can see, I'm recording this interview, so do I have the permission to record and share it with my professor, if needed? Subject: Yes, absolutely, Nirman: So, let's get started. Your name? Subject: My name is Aloknath Ghosh. Nirman: Your age? Subject: 51 years + Nirman: What is your educational qualification? Subject: Bachelor of Seiene rman: In which organization are you currently working? Subject: Now, I am currently working as a Senior Relationship Manager at BNP Paribas. Nirman: For how many years you been working in that organization? Subject: For the last ten years. Nirman: Okay, now let's talk about your family profile. How many siblings do you have?Subject: We are two brothers and two sisters. Nirman: What do your wife do? Is she a housewife or a working woman? Subject: She is a working woman and right now she is involved in the film industry. Nirman: How many children do you have? Subject: I have only one daughter, Nirman: In which class is she currently studying? Subject: She is in class 10. ‘Nirman: What are your thoughts on aging? Subject: To me, age is nothing but just a digit. It is not like I feel I am $1 years old. I feel I got 51 years of experience. But I believe that I am only 25 years old but have 51 years of experience, How you are aging is just a thought process. I view age as just a number. Nirman: Have it altered your attitude to job satisfaction over these years? Subject: Yes, definitely. I believe that every human being should change himself or herself according to the timing and situations. If you fail to change yourself, you will be abolished. Many animals and creatures have already been abolished because they were not fit for the time. We also have to change according to our surroundings and the society we are living in, As I have to live in the present, I am keeping myself updated, and I am very much satisfied with my job. Nirman: Do you have any specific stereotypes towards old age? Subject: No. I believe stereotype thoughts are nothing but ignorance because whatever I thought two years back that has changed drastically. My philosophy is to live in the present, believing the present. One will be a fool if he is stereotyping something.Page 17 > Snapshots of the test conducted: > Conclusion: From the interview, it was found that the subject has a positive mindset towards aging. To him, aging is just a number and it increases one's lifetime experiences. He believes that he is a 25-year-old male with 51 years of experience. Further, he believes that if one holds a positive attitude towards aging, it can help hinv/her to cope up with the effects of aging. He is currently working with BNP Paribas for the last ten years, And he also believes that one needs to keep updating themselves to thrive and excel. He regularly keeps himself updated about his work and is very much satisfied with his job at this age. With the increase in age, his job satisfaction also increased. As with experience, he has a better understanding of the industry and the job. He has less chance of layoff. So, from this, we can conclude higher educated people with significant experience in the job have a higher job satisfaction with aging.Page [18 > References ¥ MBA Skool Team. (n.4.). Job Satisfaction Meaning, Importance, Factors & Example, [Link]. Retrieved December 31, 2021, from [Link] terms/[Link] Y BasuMallick, C. (n.d.). What Is Job Satisfaction? Definition, Factors, Importance, Statistics, and Examples. [Link]. Retrieved December 31, 2021, from [Link] [Link]/hr/engagement- retention/articles/what-is-job-satisfaction! Y Dowling, P. J. (2011). Age and Job Satisfaction. Age and Job Satisfaction, 53. Y Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior (Seventeenth ed.). Pearson.> Activity 3: Locus of Control > Aim: To find out how much people believe they have influence over the events and circumstances that affect their life v Introduction: American Psychologist Julian B, Rotter developed the concept of "Locus of Control," which is to find out where is one individual's sense of control - inside or outside. ‘The degree to which people think they, rather than other forces (beyond their control), have control over the outcome of events in their lives is referred to as locus of control. Julian B. Rotter created the concept in 1954, and it has since become a part of personality psychology. The "locus" of a person might be internal (the belief that one can control one’s own life) or extemal (a belief that life is controlled by outside factors which the person cannot influence, or that chance or fate controls their lives). Intemal locus of control individuals feel that events in their lives are mostly the product of their own actions: for example, upon getting exam results, internal locus of control individuals prefer to praise or criticize themselves and their talents. People who have a strong external locus of control are more likely to praise or blame external variables like the teacher or the exam or simply their luck, The locus of control concept is based on social learning theory, as defined by psychologists. According to social leaming theory, when expected events or behaviors occur in the future, the expectation is reinforced. To put it another way, if you expect something to happen and it does, your anticipation is reinforced; if it doesn't, your expectation is weakened, > Description of the test: To test the Locus of Control, whether it is internal or external, Jullian B. Rotter developed a questionnaire consisting of 29 questions. Each question contained five marks, And based on the total score, it was determined that whether the test subject has a Very strong external locus of control, External Locus of Control, Both internal and external locus of control, internal locus of control, or Very strong internal locus of control. Terry Pettijohn, a psychology professor at Mercyhurst College in Erie, Pennsylvania, came up with this variation on Rotter's initial Locus of Control study. This variation contains 20 questions, each of 5 marks, And by adding the marks, what we get at the end is used to determine the degree of locus of control.Page 120 Locus of Control Instrument’ TRUE | FALSE 1_Tusvally get what | wantin if, 2. need to be kept informed about news events '3._Inever know where | stand with other people. ‘4._I1do not really believe in luck or chance. ‘5. think that | could easily win a lottery. 6 7. a. [Link] not succeed on a task, I tend to give up. usually convince others to do things my way. People make a difference in controling crime. ‘9.“The success I have is largely a matter of chance. 10, Marriage is largely @ gamble for mast people “11. People must be the master of their own fate 42._Itis not important for me to vote 13._My life seems fke a series of random events 14_I never try anything that | am not sure of 415. L eam the respect and honors | receive, 16._A person can get rch by taking risks. 17, Leaders are successful when they work hard, 18, Persistence and hard work usually lead to success, 19._Itis difficult to know who my real friends are. 20. Other people usually contro! my ife TRUE | FALSE | MY POINTS. Tusualy get what I wantin We need to be Kept informed about news everts ‘never now where Istand wih ether people 166 ret realy eliove i luck oF chan, Think that | coud easly win lots if do not succood on a task | tond fo give wp Tusuaty cowinee ethers to do tings my way People make a diferones in contcling cine. The success Ihave is argely a mattr of chance 10. Marriage is fargely a gamble for most people "14 People must be the master oftheir own fale “12. snot important for me to te "15_My if Seems ike a senes of random events 34 never ty anything that am not sure of. 15. ear the respect and honors | recewve 16, A person can get rich by taking sks ers are successful when they work had 18. Persistence and hard work usualy ead 1 success. 79. is cfical to know who my reat fiends ae 20. Other people vsualy contol my Ke fom The resus are scored along the following scale Score agree ofeantol personality Very strong extemal locus of control External locus of control Both extemal and intemal locus of eonteol Interral locus of control ‘Very strong intemal locus of control> Materials required for the test: * Mobile phone or computer * Google form * Internet connection © Locus of control test questionnaire > Subject Profile: © Subject Name: Bibhas Ash. © Sex - Male © Age - 24 years ‘* Educational qualification - BCA © Presently working in - IRCTC © Marital Status - Unmarried > Answers to the questions asked: (he impact of locus of control on Personality development of the employee If the employee believes he has control over what happens, he has an internal locus of control, as defined by psychologists. When an employee believes he has no influence over what happens and that external factors are to blame, he is said to have an external locus of control. The employee's locus of control can influence not just how he reacts to events in his life but also how motivated he is to act. He is more inclined to take action to modify his situation if he believes he has the keys to his fate. If he believes, on the other hand, that the outcome is beyond his control, he may be less willing to work toward change If the employee has an internal locus of control, he associates his achievement and success in work with his actions and the efforts he made to get the work done. Whereas If he has an external locus of control, he will find numerous reasons why he was not able to do the job. This will hamper the efficiency as well as the functioning of the organization, So knowing the locus of control definitely helps the employee to improve his personality and succeed in the workplace2, Identify the key factors impacting the locus of control of the employee The factors that impact the locus of control of the employee are a, Organization: The organization in which the employee is working has little effect on the locus of control of that employee. If the organization takes care of the job satisfaction, training, and needs of the employee, the employee is more likely to have an internal locus of control. b. Age: The age of the employee plays a crucial role in determining the locus of control of the employee. At a younger age, the employee is likely to have an extemal locus of control. But, as the age increases, so as to experience, the employee tends to generate an internal locus of control. ¢, Education: The educational qualification is also an important factor determining the locus of control of the employee. Higher educated people tend to have an internal locus of control, Whereas less educated blame the external environment more. i.e., they have an extemal locus of control. 4. Marital Status: Marital status plays an important role in determining the locus of control of the employee. Married people tend to have a more external locus of control than singles, e. Feeling religious: Those employees who are more religious believe in superstitions and thus have an external locus of control. But the people who are less or non-religious have an internal locus of control, f, Employee sex: Some psychologists believe that males have a more internal locus of control whereas females have an extemal locus of control. The other group of scientists believes otherwise. That females have an internal locus of control, whereas males have an intemal locus of control. Whatever it may be, but we can infer that the sex of the employee plays a role in determining the locus of control of the employeePage 123 > — Snapshots of the test conducted: LOCUS OF CONTROL vosicome HI © @ msGoogle Forms > Conelusi The locus of control can have a major impact in the life of an employee. From how he copes up with stress to how he motivates himself to take charge of his life again. Having an internal locus of control can be beneficial in many situations. It indicates that the employee believes his own actions have an effect. If the employee's locus of control is more extemal, he might find it beneficial to begin actively trying to change how he interprets situations and events. Rather of perceiving oneself as a passive bystander swept up in the flow of life, he should consider what actions he may do that will have an impact on the outcome.> References Y Cherry, K. (n.d.). Locus of Control and Your Life. Verywellmind. Retrieved December 31, 2021, from [Link] control-2795434 Y Morzaria, H. (n.d.). The Relationship Between Locus of Control and Work Behavior. [Link]. Retrieved December 31, 2021, from [Link] relationship-between-locus-of-control-and-work-behavior-02258130 v Shannak, R. O., & Al-Taher, A. (2012). Factors affecting Work Locus of Control: An Analytical and Comparative Study. Factors Affecting Work Locus of Control: An Analytical and Comparative Study, 379-387. [Link] researchgate net/publication/257947305_Factors_affecting Work ocus_of_Control_An_Analytical_and_Comparative_Study ¥ Rotter, Julian B (1966). "Generalized expectancies for internal versus external control of reinforcement". Psychological Monographs: General and Applied. 80 (1): 1-25v ity 4: Halo effect Aim: Studying the 'Halo effect’ experiment conducted by Nisbett and Wilson in 1977 and answering the questions related to the experiment and its applications. Introduction: Propounded by Dr. Edward Thorndike, The halo effect is the tendency for one specific attribute or our overall impression of a person, company, or product to impact our appraisal of their other associated traits favorably. The halo effect is a cognitive attribution bias in which a general judgment is applied incorrectly to a specific trait. For example, if one perceives a person to be warm and pleasant, he will automatically attach a number of other attributes to them without knowing whether or not they are real, such as generosity. When people try to label a person good based on just one positive feature of that person, they are generally biased in terms of the halo effect. Persons appreciate people who are socially beautiful, for example. Despite the fact that their lives may not always be pleasant, talkative, and socially attractive, people are regarded as upbeat and good-natured. People assess them based on a particular incident or circumstance, despite the fact that they may not be as lovely as they appear while angry or in a dispute. When judging someone or something, a comparable but distinct effect is experienced, When judging someone, people frequently think of them as negative, as if they exhibit some sort of bad trait. When a person encounters another person who is in an aggressive attitude, they may sce him as ill-mannered and inconsiderate to others. Although he may not be that kind of person in real life and may become angry or loud in specific situations, he will be perceived as such due to the perception of a single individual. The halo effect is based on the psychological propensity that causes people to judge others based on a particular attribute. This judgment also determines whether or not they approve or disapprove of someone.> Description of the test: University of Michigan professors Richard Nisbett and Timothy Wilson were interested in following up on research on the halo effect that took place 50 years ago conducted by American psychologist Edward Thorndike. They intended to look into how students made judgments about a professor. The students were told that the study was looking into instructor evaluations. The experimenters were particularly interested in seeing if judgments altered based on how much exposure students had to a particular professor, they were told. This was a complete fabrication, In fact, the 118 students (62 males and 56 females) were split into two groups, each of which would watch two distinct recordings of the same professor, who had a strong Belgian accent, One group observed the professor respond to a series of queries ina warm and courteous manner, In the second group, the same person answered the identical questions in the same chilly and distant manner. Experimenters made it clear which of the lecturers! alter personas was the most likeable. In one, he seemed to enjoy teaching and students, whereas, in the other, he appeared to be a much more dictatorial person who despised teaching. Afier seeing the recordings, the subjects were asked to judge the professor on his physical appearance, mannerisms, and accent after seeing the films. I's worth noting that the mannerisms and accents in both versions of the videos were maintained the same. > Materials required for the test: Y Recording of the professor Y Tvto play the video ¥ Form for data collection > Subject Profile: The subjects were students of University of Michigan. Total number of students - 118 Boys - 62, Girls - 56> Answers to the questions asked: 1. The key takeaways from the main experiment. Subjects were asked how much they liked the teacher after seeing the interview. The participants will rate him on an 8-point scale ranging from "like extremely" to "dislike extremely." It was indicated to them after the study that how much they liked the professor may have influenced their judgments. Despite this, the majority claimed that how much they liked the professor based on what he said had had no bearing on their assessment of his personality attributes. The results were much worse for those who had seen the badass lecturer: students got it backward. Some people believed that their ratings of his various attributes had influenced their overall impression of his likeability. The key takeaways were, a, 70 percent of the subjects rated the teacher as appealing when he was being respectful and irritating when he was cold, It suggests that when some behave very nicely, we tend to have a positive mindset about them. b, When the teacher was disrespectful, 80 percent of the students found his accent irritating, compared to only around half of the students when he was nice, It suggests that the accent in which someone is talking seems to be appealing or irritating based on their behavior. c. When the teacher was disrespectful, around 60 percent of the student found him bad-mannered, whereas when he was nice, 60 percent of the students found him good-mannered. This indicates that our perception of someone else's manners changes based on their behavior. 2, How is the halo effect being used to one’s advantage? ‘As we got to know from the halo experiment, just by watching some behavior or attitude of others, people tend to form an impression about that person. This unconscious judgment can be used to one's advantage as well. Like, by behaving well with others, talking in a calm manner and dressing well one can make a very good impression of himself in the mind of the others. He can gain a competitive advantage on something like making a relationship, having a job, or promotion in the job. People will like him automatically and have a favorable attitude towards him,The halo effect can be seen in the workplace on a regular basis. You could presume that a coworker who is dressed formally has an excellent work ethic. On the other hand, a coworker dressed casually may be mistakenly assumed to lack the same work ethic, even if this is not the case. 3. Find the application and common uses of the halo effect. ‘The halo effect is fascinating in and of itself and is now well-known in the corporate world. Marketers use the halo effect to promote their products and services. When a celebrity supports a product, our favorable impressions of that person can propagate to our impressions of the product. When certain products are advertised, they can boost sales throughout an entire category. Their promotion acts as a mental trigger, prompting individuals to purchase similar products. Dental care goods, according to McKinsey, are significant mental triggers. When a toothbrush is on sale, for example, individuals are more likely to buy other products in the oral care category, such as toothpaste, mouthwash, and floss, The halo effect can also be applied to institutions, as one's good opinions of one aspect of an organization might influence one's overall perception of the organization, For example, as TATA Motors makes really safe cars, TATA Steel makes great quality steel one can have a positive perception towards TATA that they make really good quality products in any sector. Exotic, limited-production luxury models or low-volume sports cars created by a manufacturer's racing, motorsports, or in-house modification teams are sometimes referred to as "halo cars" in the automotive industry because of the effect they are intended to have on the sale of other vehicles within the make. In contrast to the term "flagship model" in the automotive industry, In the event of a crisis , a brand's halo effect can help to protect its reputation. An occurrence that is adverse to a positively perceived brand would not be as dangerous or devastating to a negatively viewed brand.4, Is there any relationship between learned behavior and the halo effect? A leamed habit is one that an organism acquires via practice. In contrast to learned behaviors, which are genetically hardwired and can be performed without any prior experience or instruction, innate behaviors are genetically hardwired and may be performed without any prior experience or training, The halo effect is a cognitive propensity to attribute specific attributes or expectations to someone based on previous trait assessments. ‘The propensity is a taught trait that everyone goes through starting when they are children, Like in the cartoons, the main protagonist is shown as an attractive feature, but the antagonists are ugly. There it is observed that attractive persons are frequently seen as trustworthy and honest, while unattractive characters are regarded as crooks and villains. This leads to a bias in the mind of the children and creates a halo effect about the attractive and ugly models, ‘The same thing happens in the work environment also. Like, the recruiter may have a halo effect about a prospective employee seeing his ev or taking his interview, which often results in decision bias. We can claim that our attitudes toward attractive people are leamed, and that many of our deci ions are made without our knowledge. This cognitive propensity has a huge impact on our lives, although it nearly often passes unrecognised. The concept that the halo effect, which is so modest, can have such a big impact on significant decisions and how we interact with others in our life raises a lot of questions, Conclusion Finally, the halo effect fallacy is critical in determining various types of solutions in the actual world. Psychologists are working hard to ensure that the halo myth has the smallest possible impact on all aspects of life. Social awareness and psychiatric interventions can also help people understand the ramifications of the halo effect misconception. Furthermore, the halo effect's reverse effect can cause people to profit from their behavior, conduct, and personality. This suggests that if the halo effect is handled properly, it can be beneficial to humans,> References: ¥ The Halo Effect: Evidence for Unconscious Alteration of Judgments by Richard E, Nisbett and Timothy DeCamp Wilson (Journal of Personality and Social Psychology 1977, Vol.35, No.4, 250-256) ¥ Explorable. (n.d.). Nisbett and Wilson’ Experiment. Retrieved December 31, 2021, from hitps://[Link]-effeet ¥ Prera, A (2021, March 22). Why the halo effect affects how we perceive others Simply Psychology. [Link] org/[Link] Y Cherry, K. (2020, July 19). Why the Halo Effect Influences How We Perceive Others. Verywellmind, Retrieved December 31, 2021, from hattps://[Link],com/what-is-the-halo-effect-2795906 Y Clinehens, J. (n.d.). The Halo Effect: How to use psychology to perfect your experience. [Link]. Retrieved December 31, 2021, from hittps://[Link]/choice-hacking/the-halo-effect-how-to-use-psychology-to- perfect-your-experience- 483620921 653#:~:text=Another%20application%200f%20the%20Halo,crime%20 as%20an%20unattractive%20person. Y OK. (2009, February 24). The Halo Effect: Learned Behavior? Serendipstudio. Org, Retrieved December 31, 2021, from |[Link]