ATTRIBUTION THEORY

DEFINATION OF ATTRIBUTION THEORY.. Attribution theories examine how

people explain the causes of behavior.

It is when the manager observe the behavior of the employee and verify the causes of the employee unsatisfactory job performance.

Types of Attribution Theory. These are two types of attribution

theory.

Internal attribution theory. External attribution theory.

Internal attribution theory. – Attribute a person’s behavior to their

internal characteristics such as ability, personality, mood, or effort.

External attribution theory.

– Attribute a person’s behavior to factors external to the individual such as luck, other people, or circumstances

Through Selective perception. Manager see only the employees

background ,interest ,attitudes and experience

What they see is and what they get. For e.g.; job experience between

two employees.

The Halo Effect.

Judging the employee one side characteristics .

For example : As for the unsatisfactory

job ,manager then focus only on the employees weaknesses, and this will make more negative judgment towards the employees .

Through the contrast Effects. How the managers rate the

employees characteristics by differentiate the employees

Performance with the other employees.

For example, The employee s job performance is

actually at a very good level already , buy there is some more better , so the manager view its as unsatisfactory job performances.

Conclusion.

Manager should chose the right ways to make a judgment because the performing judgment ,he make decision making.

His decisions will effect the employees job performances…..