As humans we feel the need to explain everything to ourselves and to others, we attribute cause to the events around us which gives us a sense of control. This 'need to explain' is helped through attribution theory argued by Robbins, Millet and Boyle which try to explain the ways in which we judge people differently, depending on the meaning we attribute to a given behavior . There are three different type of observations that we make when we attribute behavior to either external or internal sources being consensus, consistency and distinctiveness. Considering a case of job selection process, Sam arrives at an interview and sits down without greeting his employees. Now given due to research that humans pass judgment on to others in a matter of seconds it was obvious that Sam was to be judged on his first impressions. The employers base their judgment first considering Consensus, which being if other people put in Sam's shoes behave the same way or not. Secondly Distinctiveness considering if Sam behaves the same way in other circumstances or not. Lastly Consistency questioning if the behavior of Sam is of a long term one. High consistency, low distinctiveness and low consensus are results of behavior due to internal sources also known as 'dispositional attribution'. On the other hand high consistency, high consensus and high distinctiveness are sufficient explanation of external causes also known as 'situational attribution' Q2) "In an interview situation, attributional processes are especially relevant in that a recruiters interpretation of information can determine the relative weight and importance of that information and subsequent decisions to hire" . In case of Rowan and his first interviewee Hagan the bias that w... ... middle of paper ... ...gs, consensus, consistency and distinctiveness. Now being more aware of the way attribution theory works I will be more inclined to judge someone thoroughly and also think about the internal or external factors that influence the behavior than jumping straight into immediate perception. Instead of assuming that the teacher is really connected with me in a social level and basing my decision on that I could have referred to this as an external factor such as maybe she's like this with everyone else on a consistent manner. Therefore attribution theory has caused me to learn that before passing judgments on someone or something it is highly necessary to do a thorough perception of the internal and external factors in play and to place my judgments based on that thorough information rather than limited available information leading to a clouded judgment in some cases.
Personal bias constantly influences one’s rational judgement. People use their personal experience to convince themselves that what type of person one should be, which is not a fair judgement about individual guilty.
...evidence, the committee should have adhered to the Cumberland plant HR Director’s correspondence that clearly stated that interviewers should not award points to candidates for being a “diversity candidate” and “it is really important up front before your interviews start to have a definition of what ‘Outstanding,’ ‘Well-Qualified,’ and ‘Qualified’ is. This needs to be documented and dated before the interview process starts” (Walsh, 2010). The district court found the interviewers placed candidates in these categories after the interviews and ranking had been completed. In turn, this ensured the number of “Outstanding” applicants equaled the ‘exact’ number of job openings and their candidates of choice were in the top 10 group. As a result, TVA should ensure a legitimate matrix is developed for scoring purposes and not be manipulated for preferred results.
Attribution theory explains people motives by giving an option of disposition or situation, of which we decipher the motive to a behavior. The fundamental attribution error is the tendency to link behaviors with personal characteristics, therefore if someone is murdered a suspect could be someone who really hates them because it gives them a motive. We can characterize a dispositional situation from a situational and come to a conclusion on why someone had a such behavior, and it helps to find a motive based on that. We can infer a motive from a behavior from things like external and internal attributions, so internal traits and responses to things.
Thought processes can greatly influence people's social interactions, and the way that they live their lives. Cognitions develop how people perceive themselves and others on a daily basis. It is important to investigate how people attribute actions and behaviors exhibited, not only by themselves, but also those around them. These attributions shape the way an observer feels and reacts to others, and how people feel about themselves due to their own actions. The correspondence bias (fundamental attribution error) and the self-serving bias are two errors made in attribution by virtually every human being (Baron & Byrne, 2000). Both of these biases can be shown not only in adults, but also children (Guern, 1999). Even sport spectators display these biases when watching their favorite teams (Wann & Schrader, 2000). When the self-serving bias is absent in people's cognitions, they will show the self-defeating attributions. It is important to study people that demonstrate self-defeating attributions, because these individuals also show symptoms of depression (Wall & Hayes, 2000). Clearly, attributions are an imperative aspect of social cognition. Attributional bias is discussed by Marie Beesley. It is also important to investigate the factors that affect people's judgment biases in decision making and reasoning skills, which is explored by Amanda Wheeler. Because these two processes are so vital to the way in which people perceive themselves and others, and to the way a person chooses to behave, it is important to understand the factors that can cause inaccurate judgments. Judgment biases affect the way people form conclusions and make attributions about others, as well as abou...
Attribution theory correlates with how people exemplify events and how it affects their behavior and thinking. People making casual explanations is known as attribution theory. It was established over time from different social psychologists, especially Fritz Heider who played a major role in producing the theory in 1958. Heider wrote about attribution theory in his book called The Psychology of Interpersonal Relationships. External attribution is when behavior is altered by influences outside of your control. Internal attribution is caused from an inside factor that falls within your control. Your behavior is not influenced and you feel responsible.
Impression management is a social phenomenon that occurs in our daily life both consciously and unconsciously. “It is the act of presenting a favorable public image of oneself so that others will form positive judgments.” (Newman 184) Our first impressions of a person are always based on physical appearance and we compare them to the norms of our society. We can all admit to the initial meeting of a person and first noticing their age, gender, race, or other ascribed characteristics. Our cultural norms are ideas such that fat is “ugly” which are very different across societies and time. Also, impression management is an idea of how individuals interact in different social situations. “Sociologists refer to dramaturgy as the study of social interactions as theater, in which people (“actors”) project images (“play roles”) in front of others (“the audience”).” (Newman 169) This is our human need for acceptance and way of managing the impressions we give others and perform what we think people want to see. Our social life is governed by this concept but it only works with effective front-stage and back-stage separation. Our front-stage is the visible part of ourselves that we allow others to see unlike our hidden back-stage self.
The downfall that may occur with the interview process is not only can it be costly but it creates the inability of an anonymous response, which can affect a subject’s reply and make it a less honest and thought out response. Interviews tend to be time consuming which can result in a smaller sample size. If not prepared properly, bias may become...
Thus, out of respect for my passion, field, and possible future students, I will remain subjective by being aware of all the possible forms of bias, and back up my research and result with professional studies and qualitative and quantitative data. Further, even when there is no personal experience, unconscious bias can still be present in research. Therefore, my experience makes me confident in my knowledge of the subject. Hence, I will use my experience only as a guide to planning, asking the right questions, to set limitations, and to be fair to all the candidates that I will interview. More importantly, first establishing research protocols for assessing the benefits and risks during the investigation process can minimize the potential for inflicting personal biases in my research, and for ensuring the quality of my
The attribution theory is important to us as a coaching staff because it will help to guide
Within the social-cultural level of analysis researchers study the social context in which behavior occurs. Humans have the natural need to understand why things happen. In order to explain why things happen humans use attribution. Attribution is defined as how people interpret and explain causal relationships in the social world. The origin of the attribution theory is traced back to the writings of Fritz Heider. When people attribute things they attribute them to either situational or dispositional factors. A situational factor is something to do with external factors, where dispositional factors have something to do with personal (internal factors). Two theories that aim to explain errors in attribution are the fundamental attribution error and the self-serving bias.
Psychometric Selection Tests can be defined as the process of measuring a candidate’s relevant strengths and weaknesses (Psych Press, 2014). These tests generally fall into two categories: Personality Tests and Aptitude/Ability tests. Companies pick and choose different topics to test potential candidates before the interview stage, this increases their efficiency as it aids them in reducing the time it takes to interview all applicants as the tests eliminate a large proportion of them that are deemed unfit for the job. The tests generally measure people’s problem solving abilities and their motivation, values, priorities and opinions in regard to different situations and tasks (Michael Page, 2014). In terms of personality, the tests can give the employer an indication of the candidate’s preferred learning style and character traits, which help the company place the candidate in job that is ideal for them. Using personality tests, employers can predict patterns of behaviour. For example, a person who is an extrovert is commonly social, confident and gregarious. As a result of these characteristics, they would probably be best suited to work as a salesman, receptionist or in customer services. Choosing the right candidate for a job is a critical decision. When placed in the wrong position, employees can be frustrated and it can lead to poor performance that puts the company in jeopardy (Buchanan & Huczynski, 2003). The tests themselves are taken under a strict time limit and most tests are completed at the candidates’ homes at their leisure. It has been argued that these tests are not a precise way of testing candidates since a lot of errors can occur. ...
However, other times we may perceive oursleves based on our actions. This is known as self perception theory. Self perception theory argues that people learn about themselves by examining their own behaviour. People look at their own behaviour and infer aspects about themselves. For example if you eat a salad for lunch you may feel that you’re a healthy person. Hence, our actions determined how we perceived ourselves. However, we cant use self perception all of the time because most of the time we know what we are feeling without the need to examine our behaviour. For example if one chooses not to donate money to a charity, it doesn’t necesserily mean that they are selfish. We use self perception theory in situations when we are unsure about how we feel. For example when you meet someone you may be unsure about whether you like them or not. If you help them out with something then you can conclude that you in fact do like them. In addition, a study was conducted by Tiffany Ito et al in 2006 where they made participants hold pencils in their mouth, change their facial expressions and view photograph of white and black individuals. Results showed that those who smiled while looking at the photos of the black individuals showed less prejudice towards the black participants. On that note, it may be hard to trust our feelings based on our behaviour if the behaviour is forced. If someone forces you to give money to the homeless man outside your school, you cannot necessarily conclude that you are a generous person. The self perception theory offers a perspective that explains how our actions affect the way we think rather than the way in which we view ourselves may influence our day to day
How the Attribution Theory in an attempt to assign meaning/understanding to events on the basis of eith...
This not only relates to the overall idea of the individual’s actions based on group influence but also alludes to the sub idea of the group of the classroom and how the individual does not want to be seen as lesser by giving a wrong answer. In doing this the group influences the individual to go along with the main idea of the group. In this experiment when given three lines to decide which one is more closely related to the original line it was found that the individual, that was part of the experimental group, would often pick the wrong answer to go along with the group (Baron, 2012). The influence stems from the group all choosing the wrong answer then the individual begins to believe that there is something wrong with the answer they had originally chosen due to the fact that the group overall has made a majority answer. The group itself can present tangible influence when they look to the individual to answer. That moment when the group looks toward the individual is where the influence becomes more concrete and the individual’s own beliefs begin to waiver because they believe that perhaps they are wrong and the group is correct
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.