Enterprise man management "attribution model" operation
〖Import Description〗
American psychologists "Hyde" and "Kelly" proposed and summarized the attribution theory, through forecasting and evaluating people's behavior; so that environmental and behavior can be effectively controlled. Among them, there is a need for causal interpretation and inference for others or their own behavior; the entire process is called "attribution model."
1, there must be because
People's evaluation of self is often overrun their own achievements and contributions, while underestimating their responsibility for issues. From the perspective of the behavior, it is inferred its intent.
E.g:
● Pair of subordinate -
There is because of: I am the upper level is usually correct.
There is no fruit: You don't listen, so the problem appears.
● For yourself -
There is: my knowledge and ability OK
There is a problem: a problem, it is obviously caused by external conditions.
Interpretation:
If the problem is pushed objectively, it is obvious that it is not responsible; pushing in "luck" is not good, nor is it a good performance. From post (position), there is no mistake. The problem is subjective and self-made judgment, or from objective facts to find out the cause.
〖Learning Enlightenment
Especially as a manager, if "If there is something must be due to the style of the habit, what is the view of the subordinates? It not only reflects attitude and is the character's evaluation.
2, single cause and multi-cause clues
● Single-line index: It can be attributed according to one observation.
● Multi-clues attributable: It is an inference to observe the same behavior or event multiple times.
Interpretation: Whether it is a single line index or multi-clue attribution, the attribution of individual behavior always involves three basic factors. What is your one-time observation? What are the aspects or links?
〖Learning Enlightenment
Subjective judgment in the work, often called "arbitrary", three basic factors analysis is objective judgment. HR management has a "key event law" (once) and "behavioral observation method" (multiple times), the key is what is the objectivity and scale?
3, due to three steps
Generally speaking: assessing individual behavior and attributing from three angles -
● Consistency: Individuals are within a certain period of time, and the behavior is relatively stable (higher frequency) or unstable) accidental appearance).
● Uniqueness: Individual behavior is different from behavior in other tasks.
● Consistency: Does the behavior of individuals in this task agree with others in this task.
E.g:
An employee is late today ...
● From a consistency - this employee is rarely late, it should be accidental; it can be said to be an external cause, but it is the internal cause.
● Starting from the uniqueness - whether the employee is often free to be free, it is the internal cause, and it is far.
● Start from consistency - all employees who go to work after the same route are late (including him), should be external.
- All employees who have been working in the same route are time-criticized, only he is late; it is within.
Interpretation:
The attribution trilogy is not grasping, and when combining them, it also discovers many of the behavior and performance of employees; it can be found in or outside the attribution.
〖Learning Enlightenment
Observe and evaluate employees, usually look at their behavior is regular and persevering; from home, personal abilities, and efforts are internal attribution, ie personal reasons, but should be interpreted more objectively .
4, control triam
In the enterprise, emphasizing the difference between manager and employee, and these meaning (bias) will appear significantly when management or evaluation staff.
Scenario 1:
When the salesman's performance is poor, the supervisor tends to attribute it to the subordinates; rather than first considering objective and external conditions ... Scenario 2:
When the production employee often occurs a problem, it causes quality unstable; the supervisor will return it because of the quality difference and not listening, not more from other reasons.
Interpretation:
In reality, prejudice often affects our judgment, and even as superiors often uses manipulation and attribution, raise yourself or push themselves, this phenomenon is called "Basic attribution deviation."
〖Learning Enlightenment
The so-called "control triam" is a desired learner to analyze and refer to a multi-angle, rather than just judging from subjective assessments. Especially as a manager, it should always reflect on himself.
