Imagine that you are the supervisor for your client team. In your role as team supervisor, you try to follow a Theory $Y$ management style. You want to provide constructive feedback to improve employee performance when appropriate, but you also want to develop a trusting, positive culture. You use your knowledge of attribution theory to determine when to reward or punish behavior and when to talk with employees about making changes in their behavior.

Using your knowledge of attribution theory, answer the question.

Your team asks you why you assess consistency, distinctiveness, and consensus of their individual behaviors at every performance appraisal. Which explanation do you give them?

Monitoring these variables is an important part of documentation when employees are fired.

These variables are used to weight performance appraisal scores.

Just as managers use attribution theory to attribute blame when behaviors are negative, they can use attribution theory to attribute cause when behaviors are positive. As a manager, I want to reward employees whose behavior is positive.