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False-uniqueness effect
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<p>The false-uniqueness effect is an <a href="/facts/Attribution_bias/Tbst73Cq">attributional</a> type of <a href="/facts/Cognitive_bias/49YKVhmN">cognitive bias</a> in <a href="/facts/Social_psychology/VfEKM8U0">social psychology</a> that describes how people tend to view their qualities, traits, and personal attributes as unique when in reality they are not. This bias is often measured by looking at the difference between estimates that people make about how many of their peers share a certain trait or behaviour and the actual number of peers who report these traits and behaviours. </p><p>In fact, people often think that they are more unique than others in regard to desirable traits. This has been shown in a variety of studies, where, for example, people believe that they are better drivers and less risk-taking than the average driver, less prejudiced than the average resident in their town, or even more hardworking in group projects than others when they are actually not. </p><p>This effect can also be visible when asked about desirable actions, even if consensus is against this action: "Suppose a researcher did an experiment using an actor who pretended to have a seizure, and the researcher found that 11 out of 15 people did not help the person. If you had been in the experiment, what do you think your response would have been?". People tend to answer that they would have helped given the situation, believing they would do it even if that is not the case. </p><p>This cognitive bias is the converse of the <a href="/facts/False_consensus_effect/8zbGoSBh">false consensus effect</a>, in which people tend to overestimate the extent to which their attitudes and behaviours are normal and typical compared to those of others. Both are related to self-esteem, which is a crucial factor in defining how people look at their behaviour. People tend to experience the false-uniqueness effect in regards to their desirable traits, whereas they apply the false consensus effect to justify negative traits. </p>