9. Employee A noticed that Employee B was late for work, and A's perception of why B was late will determine what action A takes in this situation. Considering attribution theory, which factors will determine A's perception regarding whether B's behavior was internally or externally caused? Options:
Answer: C
C. Distinctiveness, consensus, and consistency
Employee A's perception of Employee B's lateness will be influenced by distinctiveness, consensus, and consistency, which are key components of attribution theory. These factors help A assess whether B's behavior is due to internal traits or external circumstances.
A) Problem, criteria, and alternatives
This option does not align with attribution theory, as it lacks the relevant components that influence perceptions of behavior. While problems and criteria may pertain to decision-making, they do not address the specific factors of how behaviors are attributed internally or externally.
B) Creativity, relationships, and expertise
Although these elements can impact workplace interactions, they are not the critical factors in determining attributions regarding behavior. Creativity and expertise relate more to individual skills rather than the situational analysis that attribution theory emphasizes.
C) Distinctiveness, consensus, and consistency
This option accurately reflects the three key components of attribution theory. Distinctiveness assesses whether B's behavior is unique to this situation, consensus evaluates how others behave in similar situations, and consistency looks at whether B's behavior is typical over time, all of which inform A's interpretation of B's lateness as either internal or external.
D) Situation, attributes, and alternatives
While this option mentions situational factors, it does not specify the relevant dimensions of attribution theory that shape perceptions of behavior. The terms "attributes" and "alternatives" do not directly correspond to the established factors of distinctiveness, consensus, and consistency that are crucial for A's understanding of B's lateness.
Conclusion
The choice of C, which includes distinctiveness, consensus, and consistency, highlights the essential elements of attribution theory that guide Employee A's perception of Employee B's lateness. Other options fail to capture these specific components, thereby lacking the necessary framework for understanding how attributions about behavior are formed. Thus, C is definitively the correct answer in this context.