The "halo effect" occurs when an employee is rated highly in all areas based on a single positive trait.

One of the main benefits of performance appraisals is that they motivate employees by offering financial and non-financial incentives.

Performance appraisals are only concerned with evaluating employee performance for administrative decisions, like salary adjustments.

Behavioral approaches to performance management are particularly suited for measuring individual results.

Employees’ performance appraisals should always be based solely on the supervisor’s subjective opinions.

Employee attrition can be caused by unsatisfactory performance appraisals, especially if employees feel their efforts are undervalued.

The purpose of performance appraisal is solely developmental, aimed at improving employee weaknesses.

Spillover effect means evaluating an employee's current performance based solely on their past performance.

The critical incident method of performance appraisal involves listing very effective and ineffective behaviors of an employee.

Performance appraisals should be communicated publicly to ensure transparency.