Only need help with part 2 #6-10

Commonly Found Perceptual Errors An important part of performance management is evaluating performance. When properly executed, performance evaluation helps to increase employee motivation and goal achievement. In reality, performance evaluations can be wrought with error due to evaluators' personal attributions and perceptions. This activity is important because understanding the most common perceptual errors in performance evaluations will help you to minimize their influence on your own evaluations of others' performance, thereby increasing the accuracy, and usefulness, of your evaluations. The goal of this exercise is to demonstrate your understanding of common perceptual errors and how they are exemplified in the workplace. Part 1: For each definition listed below, select the common perceptual error that it describes. 1. The tendency to evaluate specific aspects of performance based on overall impressions Halo effect 2. A consistent tendency to evaluate other people or objects in extremely positive fashion Leniency 3. The tendency to avoid all extreme judgments and provide average ratings regardless of actual performance Central tendency 4. The tendency to rely heavily on the newest information Recency effect 5. The tendency to evaluate by comparison Contrast effect Part 2: Read each scenario to determine which perceptual error is being exhibited. 6. Rating all employees' performance at or above 4.5 out of 5 (Click to select) V 7. Basing an employee's annual rating on the previous month's performance (Click to select) 8. Rating all employees' performance at or around 3 out of 5 (Click to select) 9. Giving high performance ratings to an employee because you like the person (Click to ect) v 10. Rating an employee's performance too low because the previous person you evaluated was a stellar performer (Click to select) v