2. Attribution Theory

3. Attribution theory
•An employee does an unsatisfactory job on an assigned
project. Explain the Attribution theory process that this
person’s manager will use to form judgment about the
employees' job performance.
•A theory which supposes that people attempt to
understand the behavior of others by attributing feelings,
beliefs, and intentions to them.

4. Attribution theory
• People
are motivated to understand the causes of
behavior.
•Attribution theory seeks to explain how and why
people make these causal attributions
•It is when the managers observe the behavior of
employees and verify the causes of employees
unsatisfactory job performance.
•As a managers, they will try to see things from
different perspective , for that , they will perform
judgments

5. Through selective perception
•Managers see only the employees’ background
interests, attitudes and experiences.
What they see is what they get.
•For Example:
Job experiences between two employees.

6. The Halo Effect
•Judging the employees based on one-side
characteristics.
•Example:
As for the unsatisfactory job managers, then focus
only on the employees weakness, and this will make
more negative judgment towards the employees.

7. Through the contrast effect
•How the managers rate the employees
characteristics differentiate the employees
performance with the other employees.
•For Example:
The employees job performance is actually at a
very good level already, buy there is someone
more better so the manager view it as
unsatisfactory job performance.

8. Stereotyping judgment
•When the managers make judgment that come from
on where the employee’s group of circle .

9. How an effective manager makes a
decision
•Through decision making style.
•Directive: Did not make judgment
using his feelings but see things
rationality.
•This kind of managers didn’t make
decision in such a hurry.
•He will try to understand the cases of
the employees outcome, and then
from there he will make judgment

10. Through conceptual perspectives
•Managers tend to consider the outcome from
the employees by using the information that he
gather from other people in the organization.
•Example:
He might ask around the people who the
employees working with.

11. Through behavioral decision making
•Strong concern with the people in the organization
and their department.
•This type of managers didn’t focus only the employees
outcome, instead the manager try to help the
employees to improve themselves.

12. Conclusion
•Managers should choose the right ways to make a
judgment because by performing judgment , he
make decision making.
•His decisions will effect the employees job
performances.