What is a disadvantage of an appraisal system focused on the halo effect?

An appraisal system that is influenced by the halo effect can lead to biased ratings because this cognitive bias occurs when a person's overall impression of an employee influences their feelings and thoughts about that employee's specific traits or job performance. For example, if an employee excels in one area, a supervisor may unconsciously rate them higher in other unrelated areas, even if there is no evidence to support such high marks. This bias can distort performance evaluations, making them less reliable and ultimately undermining the intended purpose of the appraisal system, which is to provide accurate, constructive feedback that reflects a true assessment of an employee’s performance.

In contrast, when the appraisal system is objective and based on clearly defined criteria, it can yield more accurate performance ratings. The other options highlight benefits associated with appraisals, but they do not address the inherent issues that arise when the halo effect colors performance evaluations.