The halo effect (halo error) was first described in the psychology literature around the turn of this century.
However, the same perceptual processes that lead to halo error also form the basis of brand equity.
distributional) examples of leniency and halo error. The major focus of this training was to change rater response distributions and presumably improve performance ratings.
Thus the model includes four general measurement constructs most typically used for the evaluation of rater training interventions: (1) halo error, (2) leniency error, (3) rating accuracy and (4) observational accuracy.
These categories were: (a) halo error, (b) leniency error, (c) rating accuracy, and (d) observational accuracy.
A potential problem was noted with both the halo error and rating accuracy dependent variables.
Rater error training alone appears to be moderately effective ar reducing halo error (d = .33) and somewhat less effective with respect to leniency (d = .21).