Organizational Behaviour Wk4.Docx

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Organizational Behaviour Wk4 Using the implicit personality theory, explain how physical attractiveness influences job-related outcomes in employment interviews and performance appraisals. Implicit personality theory is the general expectations that we build about a person after we know something of their central traits. For example when we believe that a happy person is also friendly, intelligent people are arrogant and quiet people are timid. Or in the work environment, we might assume that hard workers are all honest or that slow workers are not very bright. Implicit personality theory suggests that people stereotype others on the basis of categorical assumptions related to physical characteristics, and as such, physical attractiveness is subsequently linked to other positive dimensions of personality like being more socially adept, interpersonally and occupationally successful, and intelligent. First impressions of physical attractiveness do count for a lot in our society. We categorize people by their appearance. A study has shown that people tend to think that more attractive people are also happier, outgoing, successful, kinder and have many other positive traits. They also perceive beautiful people as more self-assertive and dominant than less attractive people. This can be seen in myths and fairy tales as well as films throughout history. The 'goodies' are young and beautiful whereas the 'baddies' are ugly. Furthermore, others appear to respond more positively to physically attractive individuals with consequent positive outcomes. According to Quereshi and Kay, a physically attractive applicant is more likely than an unattractive applicant to be hired for a job that involves a significant amount of social interaction, hence the attribute of social competence associated with physically attractive individuals. Further, some studies reveal that physical

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