2. ATTRIBUTION THEORY
It is when the managers observe the
behavior of the employees and verify the
causes of the employees unsatisfactory job
performance.
As a managers, they will try to see things
from different perspective , from that, they
will perform judgments.
3. THROUGH SELECTIVE PERCEPTION
- Managers see only the employees
background, interest, attitudes and
experiences.
- What they see is what they get.
- For e.g.; Job experiences between two
employees.
4. THE HALO EFFECT
– Judging the employees based on one-side
characteristics.
- E.g.; As for the unsatisfactory
job, managers then focus only on the
employees weaknesses, and this will make
more negative judgment towards the
employees .
5. THROUGH THE CONTRAST EFFECTS
How the managers rate the employees
characteristics by differentiate the
employees performance with the other
employees.
For examples, the employees job
performance is actually at a very good level
already, buy there is someone more
better, so the manager view it as
unsatisfactory job performance.
6. STEREOTYPING JUDGMENT
When the managers make judgment that
come from on where the employee's group
of circle.
In servicing kind of job, manager usually
sees Philippine workers are more dedicated
than Bruneian workers. Why??
7. HOW AN EFFICIENT MANAGERS MAKE HIS
JUDGMENT
Through Decision making style.
- Directive = did not make judgment using
his feelings but see things rationality.
- - This kind of managers didn’t make
decision in such a hurry.
- - He will try to understand the causes of
the employees outcome, and then from
there he will make judgment.
8. Through Conceptual perspectives.
- Managers tend to consider the outcome from
the employees by using the information that
he gather from other people in the
organization.
- For examples, he might ask around the
people who the employees working with.
9. Through Behavioral Decision Making
Style
– strong concern for the people in the
organization and their development.
- This type of managers didn’t focus only the
employees outcome, instead the manager try
to help the employees to improve
themselves.
10. HOWEVER MANAGERS TEND TO BE BIAS WHEN
PERFORMING JUDGMENT.
Overconfidence Bias Manager.
- Managers has clear view/judgment about his
employees. Therefore, he didn’t have any
problems in decision making.
- For examples, the employees is a very slow-
learner, but then the managers is confident that
the employees doesn’t have any special
abilities.
11. Confirmation bias
- This is when the manager judge his employees based on
the judgment that he had made in the past, and he will
eliminate all the information that contradicts with his past
judgment.
- The employees might produce unsatisfactory outcome, but
he already try so hard, and there is external factors that
affect his work, however, the managers still believe that it
is the employees own mistakes.
12. Availability bias
- When the managers judge the employees
based on the information that he already
receive.
- The employees report : if the supervisor state
in the employees report that the employees
had done a very satisfying job, the managers
will buy it and from there he make his
judgment.
13. Anchoring Bias
- The managers judge his employees by
looking at his first impression and eliminate
other backgrounds.
14. Hindsight Bias
- The managers is already expect the outcome
from his prediction.
- - For examples the managers expect the
employee to do his job well, however the
outcome didn’t not meet his expectation even
though the employees is already did a very
satisfying job.
15. CONCLUSION
Managers should chose the right ways to
make a judgment because by performing
judgment, he make decision making.
His decisions will effect the employees job
performances.
