In performance appraisal, which of the following best illustrates the halo effect error?

The halo effect is a cognitive bias in performance evaluation. It occurs when an appraiser forms a strong positive impression based on one attribute or skill, and this impression spills over into other areas, leading to uniformly high ratings. For example: • If an employee is exceptionally punctual, the manager may unconsciously give them high ratings in unrelated areas such as teamwork, creativity, or problem-solving. This distorts the objectivity of appraisals, as performance in specific competencies gets overshadowed by one standout trait.