【導讀】華圖甘肅教師招聘考試網同步華圖教育發布： 2020甘肅教師招聘中學英語：如何用教育心理學理論武裝英文寫作（1）, 詳細信息請閱讀下文!如有疑問請加【2022教師交流群】 ，更多資訊請關注甘肅華圖微信公眾號(gshtjy),甘肅教師招聘考試_教師資格證培訓咨詢電話：0931-8186071,新浪微博@甘肅華圖，微信號：gshtjy420（點擊查看全省咨詢微信號）

　　廣大考生在英語寫作過程中，常常會為了如何論證某一個觀點或者某一現象出現的原因而煞費苦心，往往采取的辦法是用套話解釋套話，顯得格外蒼白無力，還不具有說服力。如果腦海中能儲備一些常見的教育學心理學理論，在遇到相關寫作話題時，一定能夠手到擒來，快速高效套用。為此，華圖教師特地精心羅列高頻理論，以期為考生在寫作時提供另外一個思路，洞悉現象后面的“心理效應”，讓在考場上呈現的作文更顯高大上。

　　暈輪效應(haloeffect)

　　Ø中文含義:

　　指在對人的某些品質、特征形成了清晰、鮮明的印象后，掩蓋了其余品質、特征的知覺。這是以偏概全，“一俊遮百丑”、“一壞百壞”。即當一個人對另一個人的主要品質、特征形成良好或不良印象后，就會影響他對這個人的其余一切不良或好的看法，好像一個人的頭一旦被照亮了，全身都是光亮的一樣。

　　Ø英文釋義：

　　The halo effect is a cognitive biasin whichan observer's partial impressionof a person, company, brand, or product influences the observer'soverall feelings and thoughts about that entity's character or properties.

　　Ø實戰應用:

　　1. 教師對學生(how to be a good teacher? Treat every student equally + give an objective appraisal of each student, no matter whether they are good or poor at study;

　　In the classroom, teachersare subject/prone to the halo effect rating errorwhen evaluating their students. For example, a teacher who sees a well-behaved student might tend to assume this student is also bright, diligent, and engaged before the teacher has objectively evaluated the student's capacity in these areas. Likewise, when teacher sees a student as naughty and ill-behaved, he is likely to be classified as clumsy, lazy and irresponsible. When these types of halo effects occur, they can affect students' approval ratings in certain areas of functioning and can even affect students' grades."

　　2.家長對孩子

　　(有一種孩子是所有家長都想要的孩子)

　　本系列文章中所列理論可用于闡述為什么我們會對特定的人、特定的事、現象產生某種傾向性的觀點;由于教育心理學理論眾多，考生可在平時備考過程中有意識地積累，并嘗試在練習過程中結合相關話題，進行靈活實踐。最后，華圖教育衷心祝愿廣大考生能夠成功邁出教師之路第一步，早日實現教師夢!未完待續

　　In the work setting, the halo effect is most likely to show up in a supervisor's appraisal of a subordinate's job performance. In fact, the halo effect is probably the most common bias in performance appraisal. Think about what happens when a supervisor evaluates the performance of a subordinate. The supervisor may give prominence to a single characteristic of the employee, such as enthusiasm, and allow the entire evaluation to be colored by how he or she judges the employee on that one characteristic. Even though the employee may lack the requisite knowledge or ability to perform the job successfully, if the employee's work shows enthusiasm, the supervisor may very well give him or her a higher performance rating than is justified by knowledge or ability."

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