Unformatted text preview: hus, one might assume that the professor who has generous office hours and is always there for consultation really cares about his
students. Similarly, we are likely to make dispositional attributions about workers
who are consistently good or poor performers, perhaps perceiving the former as
“dedicated” and the latter as “lazy.” When behaviour occurs inconsistently, we
begin to consider situational attributions. For example, if a person’s performance
cycles between mediocre and excellent, we might look to variations in workload to
explain the cycles. Consistency cues. Attribution
cues that reflect how consistently
a person engages in some behaviour over time. Consensus Cues
Consensus cues reflect how a person’s behaviour compares to that of others. In general, acts that deviate from social expectations provide us with more information
about the actor’s motives than conforming behaviours do. Thus, unusual, low-consensus behaviour leads to more dispositional attributions than typical, high-consensus behaviour. The person who acts differently from the majority is seen as...
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This document was uploaded on 03/27/2014.
- Spring '14