Final answer:
The halo effect refers to an appraiser's general impression of a person positively influencing specific evaluations, while the horn effect involves one negative trait significantly affecting the entire appraisal. Both can lead to errors in performance appraisals by preventing accurate and objective reviews.
Step-by-step explanation:
What is Halo/Horn Effect in Performance Appraisal?
The halo effect is a cognitive bias that occurs during the performance appraisal process. This bias can significantly affect the outcome of an evaluation. It happens when an appraiser's overall impression of a person, which can be influenced by factors like appearance or mannerisms, colors their judgment of that individual's specific work performance. For instance, a supervisor may rate an employee's performance highly across the board due to one outstanding characteristic, overlooking other areas that may require improvement.
The horn effect is the opposite. It's when one negative trait or mistake influences an appraiser to negatively evaluate an employee's entire performance. This can lead to a lack of recognition for the employee's actual capabilities or contributions in areas not affected by the perceived negative trait.
Both halo and horn effects can lead to errors in performance appraisals, as they prevent an accurate and objective review of an employee's work. They exemplify the challenge of eliminating personal biases from the appraisal process to ensure fair and effective evaluations.