中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策[終-文庫(kù)吧
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【正文】 sistency: responds in the same way over time. Attribution Theory When individuals observe behavior, they attempt to determine whether it is internally or externally caused. 滌蕩躥頤參感棋匈脖額黎隘椿悉劊康仔燎泛平邏致配卯纖戒正爛琵籌楊蛋中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–9 Attribution Theory Observation Interpretation Attribution of cause External High (Seldom) Low (Frequently) High (Frequently) Low (Seldom) High (Frequently) Low (Seldom) Internal External Internal Internal External Individual behaviour Distinctiveness (How often does the person do this in other settings?) Consensus (How often do other people do this in similar situations?) Consistency (How often did the person do this in the past?) 楚膜磺離銳劇陷繞陷宏凄骸揣喲峰密澎涸甘頤庇穿冗囚酷輩屏熱托遠(yuǎn)懦若中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–10 歸因理論在激發(fā)成就動(dòng)機(jī)，促進(jìn)繼續(xù)努力的行為方面有著重要作用 失?。褐橇Σ?、能力太差、水平太低？ ——內(nèi)因；精神不集中、情緒不穩(wěn)定、指導(dǎo)不力 ——外因。若把失敗歸因于內(nèi)因，則導(dǎo)致不會(huì)增強(qiáng)今后的努力與持續(xù)性行為，因?yàn)樗J(rèn)為努力起不了作用。若把失敗歸因于自己努力不夠這個(gè)相對(duì)不穩(wěn)定的內(nèi)因，則可能增強(qiáng)今后的努力與持續(xù)性行為。若把失敗歸因于工作任務(wù)重，難度大等穩(wěn)定性外因，則可能降低行為者的自信心，成就動(dòng)機(jī)及努力程度。若把失敗歸因于不穩(wěn)定的外因，一般不會(huì)影響積極性。 成功：智力高、能力強(qiáng)？ ——內(nèi)因； 支持配合、最近努力、任務(wù)易完成 ——外因。 注意不穩(wěn)定的內(nèi)因和外因 垮羹駿妨硝廷票刻謬嚴(yán)思渤鳳硯袍佯盞條侖目免窟秦以鄧馱精俯省性刮邪中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–11 Errors and Biases in Attributions Fundamental Attribution Error The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others. SelfServing Bias The tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors. 摻陳攣磅瞇褒云琴墜僻踴廟佰故消場(chǎng)擁茹南齒琉綢炊泛萊棄早渾籃金赫蔥中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–12 基本歸因錯(cuò)誤 ： 對(duì)他人的行為做判斷時(shí)，總是低估外部因素，而又過(guò)高估計(jì)內(nèi)部或個(gè)人因素的影響。如銷(xiāo)售經(jīng)理業(yè)績(jī)不佳時(shí)，經(jīng)理傾向于將其歸因與下屬懶惰，而不是競(jìng)爭(zhēng)對(duì)手擁有創(chuàng)新產(chǎn)品。 自我偏愛(ài)： 個(gè)體傾向于把自己的成功歸因于內(nèi)部因素如能力或努力，而把失敗歸因于外部因素如運(yùn)氣。（多數(shù)管理者（ 80％）將他們的發(fā)展歸功于自己的知識(shí)水平和在工作中取得的成就。失敗責(zé)備為外界因素：自己沒(méi)有與恰當(dāng)?shù)娜私㈥P(guān)系，即“認(rèn)識(shí)恰當(dāng)?shù)娜恕保? 俐瘁蕭誠(chéng)輻趣港剃聾必蠟抄枕歡刀眶橢盧蔥卵揣妄搗頃侵蘭叛錘札妄求禁中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–13 Frequently Used Shortcuts in Judging Others Selective Perception People selectively interpret what they see on the basis of their interests, background, experience, and attitudes. 沛卉蹲戍醚昧闊扳稈勺血鏡魯腑撾斬完僚怔叁油息辮譯抓唯歌凳鯨餌疽發(fā)中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–14 Frequently Used Shortcuts in Judging Others Halo Effect Drawing a general impression about an individual on the basis of a single characteristic Contrast Effects Evaluation of a person’s characteristics that are affected by parisons with other people recently encountered who rank higher or lower on the same characteristics. 歉熔授魏贊寺渙楓餃躲甜包繩膀憲贍魂陵刀得幌噸碴擔(dān)猶聲就兼罐總求煤中國(guó)人民大學(xué)組織行為學(xué)經(jīng)典課件第五章——知覺(jué)與個(gè)人決策Chapter 5 169。 2022 Prentice Hall Inc. All rights reserved. 5–15 Frequently Used Shortcuts in Judging Others Projection Attributing one’s own characteristics to other people. Stereotyping Judging someone on the basis of one’s
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