Attribution Theory respond to 2 classmates (Wk1 Discussion1)

Your boss has recently heard a little about attribution theory and has asked you to explain it to him in more detail, focusing on its possible usefulness in managing your department. How do you address his request? Please make sure you indicate your department. Use and cite the course textbook in your initial post. Respond to at least two of your classmates’ postings.

Classmate #1

Marlo Sarley

Attribution theory is a way to determine a person’s performance based on their work ethics. “According to attribution theory, three factors influence this internal or external determination of causality: distinctiveness, consensus, and consistency (Uhl-Bien, Schermerhorn, & Osborn, 2014, p. 3.3).” For instance, attribution theory would benefit my boss who manages our Smart Meter Operations daily by reviewing statistical reports based on each individual’s daily performance. In addition, these daily reports turn into monthly reviews. My boss analyzes the reports to determine if there is room for improvement or if the results show satisfaction. Regardless, each employee meets with my boss for a one on one meeting. Most times, the report brings awareness to those individuals that are struggling in their performance and it allows them a chance to make adjustment before the yearly merits are provided. It also gages how the department is performing overall and if there are over achievers or underachievers. Also, the report can determine if there is something going on with an employee based on a time span. This would allow my boss to have an open door policy for any concerns or suggestions.


Uhl-Bien, M., Schermerhorn, J., & Osborn, R. (2014). Organizational behavior (13th ed.). Hoboken, NJ: John Wiley & Sons, Inc.

Classmate # 2

Heather Hempstead

In financial shared services I explained to my supervisor that attribution theory is how we naturally try to perceive or explain the cause of an event or events. According to Uhl-Bien, Schermerhorn, & Osborn Attribution Theory has three determining factors of influence: distinctiveness, consensus, and consistency (Ch. 3.3). This theory can be useful in my department to help measure the consistency of the agents working in our contact center. By looking at the metrics on each person within the contact center we would be able to use attribution theory to analyze poor performance and what can be done to correct it.

By looking at individual metrics and using Attribution theory we can determine if poor performance is due to training deficiencies or knowledge (external factors), outdated training or process improvements that could make work more efficient. There could also possibly be other internal factors that need to be individually addressed. After running the metrics report this will allow my supervisor time to review everything and schedule meetings with each team member to discuss possible options to make everyone more efficient. Distinctiveness considers how consistent a person’s behavior is across different situations. Consensus takes into account how likely all those facing a similar situation areto respond in the same way and Consistency concerns whether an individual responds thesame way across time (Uhl-Bien, Schermerhorn, & Osborn, 2014, ch. 3.3). By utilizing these three determining factors this can greatly help the Global Business Services contact center become more efficient not only by identifying poor performance but by also pin pointing individuals that can be used to help train others if their performance is outstanding across the board on a consistent basis.


Uhl-Bien, M., Schermerhorn, J., & Osborn, R. (2014). Organizational behavior (13th ed.). Hoboken, NJ: John Wiley & Sons, Inc.

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