The halo error is the tendency to

a. overlook all behavior or conduct problems that any objective observer would conclude requires corrective action.

b. be too “soft” when delivering a supportive confrontation message.

c. rate an individual high or low on all performance factors based on an impression of the individual’s performance of some specific factor.

d. rate all performance as outstanding, in contrast to the “horns error,” which is the tendency to rate all performance as substandard.