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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This is an example of the horn effect, where the staff member's overall evaluation was negatively influenced by one negative comment, even though the nurse had previously received positive evaluations. This bias can lead to unfair evaluations and can be harmful to employee morale.

An Experienced Critical Care Nurse Left a CCU Staff Nurse