The halo effect refers to a subconscious process in which individuals or groups have a tendency to infer unconfirmed positive features from people, companies, or organizations in which they have previously found some beneficial or good traits. Essentially, it causes the influence of these people or organizations to be present even in areas in which they may not be competent or familiar, purely due to previous positive association (Cherney, 2019). As such, it often allows for people to jump to conclusions, as the halo effect dictates that because the aforementioned people, companies, or organizations show positive features in one area, they likely do in others. However, this logic is almost always built on superficial or incomplete information as well as personal or social bias.
I find the halo effect incredibly interesting due to how prevalent and debilitating it is in daily life. An example of the halo effect within a community often affects relationships and even workplace dynamics. Often, conventionally attractive people are associated with good character while people wearing suits or other workplace apparel are deemed to be more effective employees. However, there is no distinct evidence to prove this connection on a universal scale. As such, it can become a hazard to rely solely on the suggestions of the halo effect, as incorrect information can be inferred and believed very easily. This poses a number of critical issues, such as forming perceptions on limited evidence, the inability to gain a new perspective, limiting certain entities to only their known functions, or approaching an issue or individual based solely on prior experiences. As such, the halo effect illustrates that without gaining adequate information, misjudgments and errors can be made very easily, which in turn can obstruct development and new approaches.
Reference
Cherney, K. (2019). What is the halo effect? Healthline. Web.