Attribution theory examines how people explain the causes of behavior. There are two types of attribution theory: internal attribution theory, which attributes a person's behavior to internal characteristics like ability or effort, and external attribution theory, which attributes behavior to outside factors such as other people or circumstances. Managers make attributions about employees' job performance through selective perception, only seeing certain attributes, and through halo and contrast effects, where they judge employees based on one trait or in comparison to others. Proper attribution is important for managers since their judgments guide decision-making that impacts employees.

2. ATTRIBUTION THEORY

3. DEFINATION OF ATTRIBUTION
THEORY..
 Attribution theories examine how people
explain the causes of behavior.
 It is when the manager observe the behavior
of the employee and verify the causes of the
employee unsatisfactory job performance.

4. Types of Attribution Theory.
 These are two types of attribution theory.
 Internal attribution theory.
 External attribution theory.

5.  Internal attribution theory.
 – Attribute a person’s behavior to their internal
characteristics such as ability, personality, mood,
or effort.
 External attribution theory.
 – Attribute a person’s behavior to factors
external to the individual such as luck, other
people, or circumstances

6. Through Selective
perception.
 Manager see only the employees
background ,interest ,attitudes and
experience
 What they see is and what they get.
 For e.g.; job experience between two
employees.

7. The Halo Effect.
 Judging the employee one side
characteristics .
 For example :
 As for the unsatisfactory job ,manager then
focus only on the employees weaknesses,
and this will make more negative judgment
towards the employees .

8. Through the contrast
Effects.
 How the managers rate the employees
characteristics by differentiate the employees
 Performance with the other employees.
 For example,
 The employee s job performance is actually at
a very good level already , buy there is some
more better , so the manager view its as
unsatisfactory job performances.

9. Conclusion.
 Manager should chose the right ways to
make a judgment because the performing
judgment ,he make decision making.
 His decisions will effect the employees job
performances…..