A paper discussing Appearance and Fixation

Appearance and Fixation

According to Carpenter, (2004), the beautiful faces trigger the reward center of the brain; I have gained an understanding that most of the jobs that people are reward are based on the attractiveness rather than the experience and other order of merits.  According to Radford (2004), the preference for physical beauty innate from birth, there are various pieces of evidence that shows the attractive to physical beauty is innate. First, the infants are attracted to those who have attractive faces but not those who are unattractive. These babies will also prefer listening to Vivaldi straight but not the Vivaldi backward.

According to Shinners (2009), there has been a halo effect due to the perception that most people have that “What is Beautiful is Good”, thus those who are attractive seems to be more trusted than the unattractive ones. The goodness and trustworthiness of a person do not rely on the physical attractiveness but on the environmental influences on the factors, cultural factors, and biological factors rather than the physical attractiveness. Therefore, as a manager, it could be better to determine other means of evaluating good and trustworthy people rather than depending on the physical attractiveness. There has been a hypothesis that attractive people are seen to be trustworthy compared to those who are unattractive.  As a manager, the best means to hire people would be based on the order of merit of the performance. There should be a test to be done during the hiring and this is to be considered as the basis of determining the best candidate. For instance, when it comes to hiring, aptitude questions are to be considered to help determine the best candidate.  This will help to address the halo effect which states that what is beautiful is deemed to be good. The manager of hiring and promotion need to avoid all sort of biases both of judging according to attractiveness and gender. In most cases, attractive individuals are favored in evaluative trustworthy and good people. The virtue of honesty is very vital which is acting and communicating truthfully. The manager need not consider the gender or the appearance because it can lead to less precise judgment and generation of attribution errors as it is more of nonverbal cues rather than verbal cues. The description provided to the unattractive individual cannot be immediate and also the unattractive individual may be blamed as they view it as though they are not the target. The supervisors have to cultivate positive feelings in the direction of attractive victims. The avoidance of biases provides a method of removing the halo effect. The perception of trustworthiness increases openness and minimizes suspicion towards a person.

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Clothing involves a lot than one can imagine. Most people have less consideration on what they dress; dress code is influenced by their habit though it calls for more carefulness on the dress we choose to wear in the morning. Putting the clothes in a different manner is a way of changing the peoples’ impression towards an individual.

The clothes ones wear to give an impression of how people would think about them without their knowledge or in different ways that they cannot think (Harrington, 2017). Just by looking at someone’s dress code, people make their own assessment and conclusions of how tidy and neat one might be appearing. For example, when one wears a tailor-made suit he can be charged as flexible, successful, a higher earner in, and confident. The impression is always made just after checking an individual wearing.

The clothing one wears provides a wide description of one’s personality; it sends the signal of one socially important thing through the actual impression can be easily determined. The development of an impression towards someone can begin while in childhood as teachers can make assumptions their pupils’ academic ability according to their dress code.


Harrington, S. (2017). Does it Matter What We Wear? A Sociolinguistic Study of Clothing and Human Values. International Journal of Linguistics5(2), 34-45.

Radford, T. (2017, February 22). How beauty fascinates from birth. Retrieved from https://www.theguardian.com/science/2004/sep/06/science.research2

Shinners, E. (2009). Effects of the “What is Beautiful is Good” Stereotype on Perceived Trustworthiness. Personality and Social Psychology Bulletin1(9), 1-4.





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