Performance appraisal should only be focused on the organizational needs and not the individual’s progress.

The Spillover Effect can occur when an employee’s past performance influences their current evaluation, even if it’s not relevant.

Performance appraisals should be communicated in a group setting to ensure transparency.

The Horn Effect results in a lower rating of an employee based on one negative trait.

360-degree feedback assessment includes performance reviews from only the supervisor.

A negotiated appraisal involves a mediator to help moderate the negativity of performance evaluations.

Peer assessment involves an individual’s coworkers rating their performance.

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.