Organization behavior Essay


Don theory: an essential tool intended for understanding and managing aim oriented organization behaviors. Attribution theory is referred to as the successful way which in turn helps all of us to assume that people’s behaviour is due to internal or external situational factors. This kind of essay will discuss regarding the key aspects of attribution theory and the marriage between them. In addition , the way of remise theory procedure works in organizations are mentioned.

Plus it considered how attribution theory implements in organizations because an effective tool which can help market leaders to credit employees’ behaviours and workplace outcomes. This kind of essay examined some famous articles in attribution theory and psychology fields and abstracted family member points to discuss. Types of attributional details and the fundamental dimensions of these attributions afflicted individuals’ feelings, expectations and behaviours. (Jianjun & Shenghua, 2009) The key reason why that internal and external attribution can be handy tools in management practice is that they can help managers understand factors behind employee behaviours and can aid employees understand their considering their own behaviors.

If you can realise why you react a certain approach, and how come others around you do so, then you have a better understanding of yourself, others, plus your organization. The perception from the causes of particular behaviour may possibly affect the common sense and actions of the two managers and employees. The locus of causality may be internal or external, which usually stands for nice of inner or exterior attribution. Likewise as Kelly (1967) deducted as the covariation model, which identifies the three type of information that individuals can use to generate attribution decisions are general opinion, distinctiveness and consistency.

In determining if behaviour is based on internal or perhaps external elements, you look at the level of uniformity, distinctiveness and consensus in the behaviour. For example, internal don are made with low consensus, low distinctiveness, and high persistence while exterior factors when all three are high. Market leaders can use covariation model for making attributions of employees’ performances.

However , it also has one important constraint, which is that this cannot to tell apart unintentional and intentional conduct. (Ben, Olufemi, Olukunle &Patrick, 2012) Because attribution theory is applied in different agencies and may end up being an important factor which could affect managers’ decision, the innate bias of individuals in the way they make attributions must be paid much attention. The essential one which is known as fundamental tendency describes is a tendency to make internal attributions above external don. It stresses more about socialization just like culture or perhaps social adjustments. As determined by Zuckerman (1979), there are two main attribution biases.

The self- serving bias is the trend of individuals to regard all their successes as the result of their own effort or perhaps ability and blame inability on exterior factors. Thus, the situation could possibly be that managers may pin the consequence on employees for his or her failure. To the contrary, employees may attribute failures to external factors.

The actor- viewer bias means the tendency of observers to attribute the behaviours and outcomes of actors to their internal factors while celebrities attribute their very own outcomes to the external environment. For instance, managers may pin the consequence on the failure on workers whereas employees are biased toward that attributed their failures to exterior factors including their administrators. After assessing these two biases, it is naturally that self- serving bias happens when equally actors and observers focus on the outcomes as the actor- observer bias is founded on the situation that actors focus on on exterior factors although observers concentrate attention upon actors. In organizations, shows are assessed by managers.

Those two biases can easily effect managers’ and employees’ evaluations of employee performance as well as the quality of their marriage. (Mark, 2007) In terms of management, if market leaders don’t aware that they have don bias, several problems will appear in communication and crew work. Employees make attributions based on their very own perception from the causes attributable to leaders’ behaviours. (Phil, Charlotte, Julie&James, 2009) after workers perceived their particular leader are generally not satisfied with their very own performance, they have a tendency to experience loss of self- esteem. Showing into behaviors, it is possible that employees’ task satisfaction and turnover decrease.

After that, it is more difficult intended for leaders to motivate staff to increase productivity or boost their performance. One more thing which is well worth mentioned is definitely attribution styles. Attribution styles are traits to make particular types of attribution after some time and throughout different situations. Martinko (2002) indicated there are sixteen feasible intrapersonal designs.

Basically, there are two most famous attribution styles which are positive attribution style and depressed attribution style. To some extent, upbeat attribution style can correspond to self-serving bias. Nevertheless , pessimistic designs are seen as a external and unstable don for success and internal and stable don for failing. (Martinko, Douglas& Borkowski, 2007) In an corporation, optimistic leaders believe that the employees will perform well in the future nevertheless the pessimistic commanders have the compared with ideas. Likewise optimistic personnel think they will have a fantastic performance when pessimistic types have the opposed ideas.

These phenomenons indicate one likelihood that there can be clashes between attribution design of leaders and employees. Just like the study performed by Martinko, Douglas & Borkowski (2007) demonstrated that optimistic leaders are less likely to fault their associates for poor performance and make chances for their users to succeed in the near future than happen to be pessimistic leaders, which may result in lower top quality relationships between employees and pessimistic commanders. As marriage becoming less harmonious, the goal- accomplish thinking will probably be inconsistent. In addition , Harvey, Harris and Martinko (2008) acquired a result through studying and hypothesising which presented don styles have got significantly influence on turnover intentions.

There is a confident relationship among hostile attribution styles and turnover motives. (Harvey, Harris &Martinko, 2008) The situation could be someone using a pessimistic remise style and low self-efficacy can be helped by being presented tasks that allow them to do well early on and create their confidence as they progress to more complicated tasks. In working with someone with an optimistic attribution style, managers can help the employee gauge whether they are capable of a specific type of project by having all of them shadow an individual doing that job or perhaps linking them with a advisor higher up in the organization. Recognizing and working with someone with a hostile don style might be difficult since this style can look similar to the positive style.

However , this style in particular, will benefit from wide open communication that leads to correct attributions for results. This is an example of a employee that managers will not want to leave speculating about a poor performance evaluation, demotion, layoff, or other negative final results. Also regarding job satisfaction, it suggested a negative relationship between inhospitable attribution design and work satisfaction, nevertheless suggested that satisfaction completely, as opposed to somewhat mediated the attribution style–intent to turnover relationship. (Harvey, Harries& Martinko, 2009) In view of leaders, the don style of market leaders is likely sign of their expectation of employees’ activities, which influence how they deal with and evaluate employees.

Attribution theory implementation in different areas: Also it is conceivable to appear discord between commanders and employees. In order to increase the accuracy of leaders’ attribution, leaders can try to do the work that employees carry out and may have similar feeling with them, which is a method to gain emotional closeness. In fact it is better to give tasks and duty plainly to avoid pointless error in working. Motivation: According to Harvey and Martinko (2009), we can showcase and maintain employees’ motivation through five means such as screening process resilience, immunization and multiple raters pertaining to performance. Yet , in general situation, attributional schooling and raising psychological closeness are most usual and effective way.

Attributional training assists employees appropriate their attribution style and might correct their particular attribution biases as well as having a better understanding with internal and external factors. In other word, attributional training is a good way for making employees have got a full – scale acknowledgement of workplace outcomes through effective communication between managers and employees. In term s of accelerating psychological closeness, the best way is always to pick skilled managers to control employees and handle the positive or bad outcomes in order to provide more attributional responses to staff.

Performance reviews and group work: Kelley’s (1973) covariation model which will contains opinion, consistency, and distinctiveness can be utilized by managers to evaluate and review employees’ performance. Consistency is usually proposed to lead to don regarding the balance of the outcome. For example , when an employee neglects a task, in the event the manager is with low consensus, he will feel that only this kind of employee fail, then it can be impeded right evaluation.

As well, when managers face separating work in a group, the locus of covariation is needed to attribute and estimation the different feature of employees’ behaviors. To summarize, it is obvious that remise theory procedure is related to internal and external factors throughout the discussion of romantic relationship of necessary portions of attribution theory process. Besides, attribution tendency and styles may not be ignored in organization habit and actions because they may have a major effect on distinct fields just like leader- affiliate relationship or perhaps motivation to employees.

Since the importance of attribution theory and the capabilities been argued, it can be described that businesses should take good thing about attribution theory to manage employees and boost organization efficiency. The mediated influence of hostile attributional style on turnover intentions. Journal of Business and Psychology, twenty-two: 333-343.

Harvey, P. and Martinko, Meters. J. (2009). An Scientific Examination of the Role of Attributions in Psychological Entitlement and its Results. Journal of Organizational Behaviour, 40: 459-476.

Harvey, P., & Martinko, M. J. (2009). Attribution theory and motivation. Organizational Tendencies, Theory and Design in Health Care, 28: 143-158. Kelley, Harold L., (1967).

Attribution Theory in Social Mindset, Nebraska Seminar on Determination, 39: 242- 277 Korsgaard, M. A., Brodt, H. E., & Whitener, E. M. (2002). Trust in the face area of conflict: the part of managerial trust-worthy patterns and organizational context. Log of Used Psychology, 87: 312–31.

Martinko, M. L., Harvey, L., & Douglas, S. C. (2007). The role, function, and contributions of don theory to leadership: A review. Leadership Quarterly, 18: 561-585. Martinko, M. J., Tree, S. E., and Douglas, S. C., & Borkowski, N. (2007). Anticipating the Inevitable: Once Leader and Member Don Styles Conflict.

Organizational Behavior and Human Decision Procedures. 104 (2): 158-174. Martinko, Mark J. and Thompson, Neal. (1998). A activity of the Weiner and Kelley attribution designs.

Journal of Basic and Applied Psychology, 20(4): 271-284. Phil C. Bryant, Charlotte now A. Davis, Julie I. Hancock and James M. Vardaman, (2010). When Guideline Makers Become Rule Breakers: Employee Level Outcomes of Managerial Pro-Social Rule Breaking, Employee Tasks and Privileges Journal, twenty two: 101-112.

Silvester, J., Anderson-Gough, F. M., Anderson, In. R. & Mohamed, A. R. (2002). Locus of control, attributions and impression management in the selection interview.

Journal of Occupational and Organizational Psychology, 75: 59 – 76. Zuckerman, Meters. (1979). Remise of achievement and failing revisited, or the motivational tendency is in and well at attribution theory.

Journal of Personality, forty seven: 245-287.

  • Category: Corporation
  • Words: 1916
  • Pages: 7
  • Project Type: Essay

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