Attribution Theory On The Decision Making Process Of Tom And Amy

Moreover, evaluators are more prone to assess groups of people rather than as individuals, basing their decisions on group stereotypes instead of individual past performances on a job, skills and abilities. Goldin research suggests that “some would claim that earnings differences for the same position are due to actual discrimination” (Goldin, 2014).

Following the procedures of Festejian et al. (2014) and Sy et al (2010) the participants will be told that the study is about personal decision making in work settings. Their task will be to evaluate an employee in a U.S.

5. Is disparate impact theory applicable to downsizing decisions? If so, create some data that would illustrate the use of this theory of discrimination.

The Fundamental Attribution Error occurs when a person’s personality is determined based on how they act in a certain situation, but not including the situation and outside influences when making that determination. The individual could be acting a certain way based on the particular situation or social circumstances, but in all actuality be completely different in another situation. Studies show that in most cases socially we want to fit in with a group, don’t want to be different, don’t want to be wrong, and in many instances act different than what our typical personality and values are based on influencing social factors. One of the main factors that often contributes to how we act in certain situations is to obey those in authority positions. The studies provided below are examples of the show how behaviors can change based on social factors.

Communication: Stories of notable events in the past tend to become part of the culture of the business and can influence behaviour explain how this relates to the case.

Business has rules for just about everything important things like capital expenditures, accounting, and product design and testing. When to come to work, there aren't any rules for what's supposedly the most important thing a company needs to do hire and retain top talent. Not all selection predictors are of equal importance to an organization. Some methods may prove to be more valid and reliable in one organization and not as valid and reliable in anot

When we make situational attributions, we are identifying the cause of an action as something

From the case study, Case 1.3, compare and contrast the benefits of the influence diagram and decision tree displayed in Figure C1.3. Explain why these two problem representations are good examples of descriptive and normative decision theory.

Body language and non-verbal clues; General knowledge and awareness of body language and non-verbal behavior may assist an interviewer in identifying possible clues as to areas and subjects that the interviewee is uncomfortable talking about.

bias ' means we have a tendency to judge others on personal factors and overlook the actual

According to Jeff Lipschultz, “Don’t Be A Victim of Interview Bias”, he shares many circumstances about Interview Bias and how to deal with them. A bias is an opinion about whether a person or idea is outstanding or inferior, that influence decisions. The article mentions eight biases which are can direct toward interviewees. Some biases can help candidates makes a good impression on the interviewer, such as The Halo Effect Bias, Stereotyping and Generalization Bias; Also, some others can be detrimental to the candidates, such as The Contrast Bias and The Gut Feeling Bias. However, a bias can generate by candidates; for example, Nonverbal Bias. Interviewer base biases on cognitive biases that cause them to evaluate the quality of the candidate

The attribution maybe based on implicit theories of leadership (Rush, Thomas, & Lord, 1977). Implicit theories of leadership are what we expect leaders to

Unconscious bias is prejudices influencing individual thoughts and behaviours, influencing decision-making mainly owing to the judgements about other individuals and situations, without enough information. Unconscious bias affects the recruitment and selection in organisations as individuals or human elements have a significant contribution to the success of these processes (Beattie and Johnson 2012). The objective of recruitment and selection in any organisation is to attract the most potential and capable candidates therefore to select the most suitable applicants for appropriate jobs. Unconscious bias from stereotyping stems mainly from race and gender and has been studied in great detail from manufacturing, technology to the financial, and professional service industries (Collins 2007). However less research has been explored on unconscious bias affecting the recruitment and selection process within the retail fashion industry (Guryan and Charles 2013).

9.According to your own thoughts, what is the importance of understanding and countering the unconscious bias in the selection and recruitment processes.

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)