Monetary incentives like salary increases and promotions are the only factors that motivate employees to stay in an organization.

Self-assessment involves an individual rating their own behavior and performance.

In the Forced Distribution method, raters allocate employees to categories like superior, above average, or average based on performance.

The ranking method requires the rater to rank subordinates based on their overall performance.

The primary focus of an effective performance appraisal is on the employee’s personal needs only.

Checklists and Weighted Checklists involve rating employees using a set of pre-defined statements with attached weight values.

Excessive lenience in performance appraisals happens when raters consistently rate employees very strictly.

Biases like the Halo Effect lead to unfair performance evaluations by considering an employee's performance based on a single positive trait.

Central Tendency bias occurs when appraisers rate all employees as average performers.

Personal biases in performance appraisals can be influenced by a supervisor’s personal feelings towards an employee.