An experienced critical care nurse left a CCU staff nurse position to finish a master's degree. Periodically, he would return to work as a per diem nurse in the CCU. The staff was impressed with the nurse's performance; however, one staff member complained that he was unfamiliar with the new telemetry monitors when he first returned to work several months ago. This comment showed up in his evaluation, resulting in a poorer overall evaluation from the nurse manager compared with previous evaluations. This is an example of:

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A horn effect occurs when a manager perceives one negative aspect about an employee or that employee's performance and generalizes it into an overall poor appraisal rating.

An Experienced Critical Care Nurse Left a CCU Staff Nurse