Western Governors University (WGU) HRM2110 D351 Functions of Human Resource Management Pre-assessment Practice

Attribution is the correct answer because it refers to the process by which individuals interpret and understand the causes of behavior and events. In this scenario, a manager may observe an employee's interactions with peers and conclude that the employee is disengaged based solely on those interactions. This judgment may be influenced by the manager's interpretation of the situation, rather than a comprehensive assessment of the employee’s performance or potential.

Attribution can lead to misjudgments if the manager does not consider other factors that might contribute to the employee’s behavior, such as personal issues or external stressors. It highlights the importance of a holistic approach when evaluating employee engagement, rather than relying on isolated instances of behavior.

Other options involve different concepts and errors. The halo effect relates to an overall impression of a person affecting specific judgments about them, cognitive bias involves a systematic pattern of deviation from norm or rationality in judgment, and leniency bias refers to the tendency to rate employees more favorably than they deserve. These concepts, while related to performance evaluations, do not specifically focus on the misattribution of behavior based on limited observations, making attribution the most suitable choice for this question.