Home > Society & social sciences > Psychology > Kelleys Kovariationsmodell und Attributionsfehler. Wie wirken sich Attributionen auf die Mitarbeiterbeurteilungen aus?
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Kelleys Kovariationsmodell und Attributionsfehler. Wie wirken sich Attributionen auf die Mitarbeiterbeurteilungen aus?

Kelleys Kovariationsmodell und Attributionsfehler. Wie wirken sich Attributionen auf die Mitarbeiterbeurteilungen aus?

          
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About the Book

Studienarbeit aus dem Jahr 2018 im Fachbereich Psychologie - Sozialpsychologie, Note: 1,0, SRH Hochschule Riedlingen, Sprache: Deutsch, Abstract: Diese Hausarbeit soll aufzeigen, wie Attributionsprozesse generell ablaufen, inwiefern sich daraus Urteilsverzerrungen ergeben können, welche Zusammenhänge zwischen Attributionen und Mitarbeiterbeurteilungen bestehen und welche Maßnahmen Führungskräfte und Unternehmen zur Vermeidung von Beurteilungsfehlern ergreifen können. Motivierte und qualifizierte Mitarbeiter stellen den elementaren Erfolgsfaktor, das Know-how, für ein Unternehmen dar. Von ihnen hängt die Innovationskraft, die Konkurrenzfähigkeit und auch das Veränderungspotenzial ab. Um die Herausforderungen des technischen Fortschritts und die damit verbundene zunehmende Komplexität bewältigen zu können, sind geeignete und erfahrene Mitarbeiter unabdingbar. Aus diesen Grund sind Unternehmen stets bestrebt, die besten Mitarbeiter zu finden, ihre Leistungen einzuschätzen und ihnen ideale Rahmenbedingungen zu bieten, mit der Zielsetzung einer langfristigen Bindung an das Unternehmen. Hieraus resultiert das Erfordernis, dass Führungskräfte in der Lage sein müssen, die Leistungen und das Verhalten ihrer Mitarbeiter gerecht und sachlich zu beurteilen, sowie in einem gewissen Rahmen, zukünftiges Leistungsverhalten vorherzusagen. Eine objektive Beurteilung setzt voraus, dass die Ursache für die Leistung oder das Verhalten eines Mitarbeiters bekannt ist. Genau darin liegt die Problematik. Verhaltensursachen sind oft nur in einem sehr begrenzten Umfang direkt beobachtbar. Deshalb richtet sich die Aufmerksamkeit meist auf die äußeren, ersichtlichen Faktoren wie Verhalten und Resultate einer Leistung, da diese leicht zugänglich sind. Daraus ergeben sich verschiedene Fragestellungen: Wie schließen Führungskräfte vom Verhalten ihrer Mitarbeiter auf die Ursachen dieses Verhaltens? Welche Informationen berücksichtigen sie dabei und wie interpretieren sie diese? Gehen sie dabei


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Product Details
  • ISBN-13: 9783668765955
  • Publisher: Grin Verlag
  • Publisher Imprint: Grin Verlag
  • Height: 210 mm
  • No of Pages: 36
  • Spine Width: 2 mm
  • Width: 148 mm
  • ISBN-10: 3668765952
  • Publisher Date: 22 Aug 2018
  • Binding: Paperback
  • Language: German
  • Returnable: N
  • Weight: 59 gr


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