MODULE 7 BCOR 3030 EXAM QUESTIONS AND
ANSWERS WITH COMPLETE SOLUTIONS VERIFIED
Internal/Dispositional Attribution
Something about the person is primarily responsible for the outcome.
Ex: Personality, ability, motivation
Ex: My friend didn't text me back because they are unreliable.
External/Situational Attribution
Something about the situation is primarily responsible for the outcome
Ex: Task difficulty, luck
• Ex: My friend didn't text me back because they were busy.
Self-serving attribution
Our tendency to take credit for our successes but attribute failures to external causes.
Ex: A manager might attribute the success of a project to their leadership skills (an
internal factor), but if the project fails, they might blame it on unforeseen market
conditions (an external factor).
Fundamental attribution error
The tendency to overestimate the effect of personality or individual behavior and
underestimate the impact of situational influences when explaining other people's
behavior.
Ex: A manager might blame an employee's poor performance on laziness (an internal
factor) rather than considering situational factors like lack of training or resources.
, Actor-observer effect
This is a bias where individuals attribute their own actions to external circumstances,
but attribute other people's actions to their personal characteristics.
Ex: If a manager misses a deadline, they might blame it on having to help
anotheremployee (an external factor). However, if an employee misses a deadline, the
managermight attribute it to the employee's lack of time management skills (an internal
factor).
self-fulfilling prophecies
Our expectations of others influence our behavior towards them
Ultimate attribution error
We apply our self-serving bias to in-group members, but not out-group members.
Ex. In a multinational company, a manager might attribute the success of a project led
by someone from their own country(in-group) to skill and hard work (internal factors),
but if a similar project fails under the leadership of someone from another country (out-
group), they might attribute the failure to cultural differences or language barriers
(external factors).
Social Loafing
The tendency for individual effort to decline as group size increases.
• produce low quality work
• cause others to work harder
• distract or disrupt the work of other team members
Ways to avoid:
-Limit Group Size
ANSWERS WITH COMPLETE SOLUTIONS VERIFIED
Internal/Dispositional Attribution
Something about the person is primarily responsible for the outcome.
Ex: Personality, ability, motivation
Ex: My friend didn't text me back because they are unreliable.
External/Situational Attribution
Something about the situation is primarily responsible for the outcome
Ex: Task difficulty, luck
• Ex: My friend didn't text me back because they were busy.
Self-serving attribution
Our tendency to take credit for our successes but attribute failures to external causes.
Ex: A manager might attribute the success of a project to their leadership skills (an
internal factor), but if the project fails, they might blame it on unforeseen market
conditions (an external factor).
Fundamental attribution error
The tendency to overestimate the effect of personality or individual behavior and
underestimate the impact of situational influences when explaining other people's
behavior.
Ex: A manager might blame an employee's poor performance on laziness (an internal
factor) rather than considering situational factors like lack of training or resources.
, Actor-observer effect
This is a bias where individuals attribute their own actions to external circumstances,
but attribute other people's actions to their personal characteristics.
Ex: If a manager misses a deadline, they might blame it on having to help
anotheremployee (an external factor). However, if an employee misses a deadline, the
managermight attribute it to the employee's lack of time management skills (an internal
factor).
self-fulfilling prophecies
Our expectations of others influence our behavior towards them
Ultimate attribution error
We apply our self-serving bias to in-group members, but not out-group members.
Ex. In a multinational company, a manager might attribute the success of a project led
by someone from their own country(in-group) to skill and hard work (internal factors),
but if a similar project fails under the leadership of someone from another country (out-
group), they might attribute the failure to cultural differences or language barriers
(external factors).
Social Loafing
The tendency for individual effort to decline as group size increases.
• produce low quality work
• cause others to work harder
• distract or disrupt the work of other team members
Ways to avoid:
-Limit Group Size
