Match the LIST-I with LIST-II:

Choose the correct answer from the options given below:

Correct option is C

1. Selective Perception → The tendency to choose to interpret what one sees based on one's interest, background, experience, and attitudes (A - IV)

   • This occurs when individuals focus on specific aspects of a situation while ignoring others, influenced bypersonal biases, experiences, or pre-existing beliefs.

   • Example: A manager might perceive a hard-working employee as always competent, even if they make occasional mistakes.

2. Halo Effect → The tendency to draw a positive general impression about an individual based on a single characteristic (B - III)

   • If a person excels in one area, people may assume they are also good in other unrelated areas.

   • Example: If an employee is very punctual, the manager may assume they are also highly productive.

3. Stereotyping → Judging someone based on one's perception of the group to which that person belongs (C - II)

   • People assign generalized traits to individuals based on their social, cultural, or demographic background.

   • Example: Assuming that all engineers are good at mathematics or that women are better at administrative jobs.

4. Horns Effect → The tendency to draw a negative general impression about an individual based on a single characteristic (D - I)

   • Opposite of the halo effect, where one negative trait influences the overall perception of a person.

   • Example: If an employee lacks good communication skills, a manager might assume they are also unskilled in technical tasks.​

Information Booster:

1. Selective Perception

   • A cognitive bias where individuals see what they want to see.

   • Affects decision-making, leadership judgments, and workplace behavior.

2. Halo Effect

   • A psychological bias leading to unfairly positive evaluations of a person.

   • Can influence promotions and appraisals in organizations.

3. Stereotyping

   • Can lead to discrimination and biased hiring decisions.

   • HR managers must focus on individual assessments rather than generalizations.

4. Horns Effect

   • Often results in unjustified negative perceptions.

   • Leaders should evaluate performance holistically to avoid bias.​