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to laziness rather than to the new product line introduced by the competitor or current recession prevailing in the society etc.
Self-Serving Bias:
There is also a tendency for individuals to attribute their own success to internal factors such as ability or effort, while putting the blame for failure on external factors such as luck or fate. This is called the self-serving bias. While assessing the performance of subordinates, the managers are likely to provide feedback in a distorted manner depending on whether it is positive or negative.
to laziness rather than to the new product line introduced by the competitor or current recession prevailing in the society etc.
Self-Serving Bias:
There is also a tendency for individuals to attribute their own success to internal factors such as ability or effort, while putting the blame for failure on external factors such as luck or fate. This is called the self-serving bias. While assessing the performance of subordinates, the managers are likely to provide feedback in a distorted manner depending on whether it is positive or negative.
to laziness rather than to the new product line introduced by the competitor or current recession prevailing in the society etc.
Self-Serving Bias:
There is also a tendency for individuals to attribute their own success to internal factors such as ability or effort, while putting the blame for failure on external factors such as luck or fate. This is called the self-serving bias. While assessing the performance of subordinates, the managers are likely to provide feedback in a distorted manner depending on whether it is positive or negative.
to laziness rather than to the new product line introduced by the competitor or
current recession prevailing in the society etc.
Self-Serving Bias: There is also a tendency for individuals to attribute their own success to inter nal factors such as ability or effort, while putting the blame for failure on ex ternal factors such as luck or fate. This is called the self-serving bias. While assessing the performance of subordinates, the managers are likely to provide f eedback in a distorted manner depending on whether it is positive or negative.