Decision Making
PERCEPTION AND INDIVIDUAL DECISION MAKING.
An employee does an unsatisfactory job on an assigned project. Explain the attribution process that this person's manager will use to form judgments about this employee's job performance.
Abstract
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
It is the employee's perception of a situation that becomes the basis for his or her behavior. The employee who perceives his/her supervisor as a hurdle reducer who helps him/her do a better job and the employee who sees the same supervisor as "big brother, closely monitoring for every motion. The difference has nothing to do with the reality of the supervisor's actions; the difference in employee behavior is due to different perceptions.
Person perception: Making judgments about employees' performance
Attribution theory
Attribution theory suggests that when we observe an individual's behavior, we attempt to determine whether it was internally or externally caused. That determination depends largely on three factors: distinctiveness, consensus, and consistency. Our perceptions of people differ from our perceptions of inanimate objects.
We make inferences about the actions of people that we do not make about inanimate objects. People have beliefs, motives, or intentions. Attribution theory suggests that when we observe an individual's behavior, we attempt to determine whether it was internally or externally caused. That determination depends largely on three factors:
1. Distinctiveness
2. Consensus
3. Consistency
Internally caused behaviors are those that are believed to be under the
An employee does an unsatisfactory job on an assigned project. Explain the attribution process that this person's manager will use to form judgments about this employee's job performance.
Abstract
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
It is the employee's perception of a situation that becomes the basis for his or her behavior. The employee who perceives his/her supervisor as a hurdle reducer who helps him/her do a better job and the employee who sees the same supervisor as "big brother, closely monitoring for every motion. The difference has nothing to do with the reality of the supervisor's actions; the difference in employee behavior is due to different perceptions.
Person perception: Making judgments about employees' performance
Attribution theory
Attribution theory suggests that when we observe an individual's behavior, we attempt to determine whether it was internally or externally caused. That determination depends largely on three factors: distinctiveness, consensus, and consistency. Our perceptions of people differ from our perceptions of inanimate objects.
We make inferences about the actions of people that we do not make about inanimate objects. People have beliefs, motives, or intentions. Attribution theory suggests that when we observe an individual's behavior, we attempt to determine whether it was internally or externally caused. That determination depends largely on three factors:
1. Distinctiveness
2. Consensus
3. Consistency
Internally caused behaviors are those that are believed to be under the