Match each scenario to the correct performance appraisal error or bias.

During a recent performance review cycle, Tanya, a manager, gave most employees a "meets expectations" score, even though a few team members had consistently underperformed and others had clearly gone above and beyond. She explains that extreme scores "make people defensive."

Kofi recently reviewed Amal, an employee who shares his Ghanalan background and also went to the same university Though Amal had missed key targets, Kofi noted her work ethic and gave her an "exceeds expectations" rating overal.

Despite only moderate communication skills, Jordan impressed the hiring manager in their first week by solving a customer billing issue with confidence and charm. From then on$,$ all aspects of Jordan's performance were rated

$$ Choose...

Strictness Error Recency Effect Contrast Effect Halo Effect Similar$-$to$-$me Bias First$-$Impression Blas Appraisal Blas Leniency Error Central Tendency highly, even when errors in reporting were flagged by coworkers.

Rahul gave low performance ratings to all four of his direct reports, despite HR feedback that two were in the top $10\%$ for productivity. When asked, he said he "has high standards and doesn't hand out praise easily."

$$

Nathan struggled during most of the performance year but showed rapid improvement in the last two months. His supervisor, noting the progress, rated him "above expectations," despite the earlier shortcomings.

$$

Martina, a supervisor, rated one of her employees poorly despite clear evidence of strong performance. HR later discovered that her comments included personal references to the employeels gender and accent, which were not jobrelated.