Attribution First and foremost, Person A is highly adaptable. There are numerous differences between mainland China and Hong Kong. There are even more differences between Hong Kong and the United States of America. Person A experienced an immense shift in his/her life. Person A relocated to an exotic and foreign country, society, culture. Though American products and media are present and available around the world, there is no comparable experience to

The answer is all of them. They all hold true at some time for certain individuals. As an industrial psychologist the key task at hand is deciding which theory to apply in order to improve motivation at one's own workplace, or if working as a consultant, at the client's workplace. There is no clear answer or magic formula that will tell the industrial psychologist which theory to apply and at

workplace conflict in the educational environment. The selected organization is a large educational institution, specifically its independent learning department, where there is tension and workplace conflict among the staff members. Specifically, there is tension between the full-time staff and part-time student staff, due to mismanagement and misunderstandings. One manager favors student staff over the full-time staff, since she was once a student worker herself, and it has driven a

"For example, the more women considered prejudice to occur across a variety of contexts, the more they reported depression, anxiety, and decreased self-esteem." (Foster & Dixon, 2002, p.1) These findings about the limits of group conciousness hint that perhaps, rather than focusing on a generalized female conciousness raising outside of the workplace, focusing on specific managerial objectives of female advancement within specific industries and workplaces might be more beneficial. Change

Role Attribution Theory Plays in How Perceptions About Others Are Formed in the Workplace Anyone who has ever worked in an organizational setting can readily attest to the need to understand others in order to facilitate personal interactions and achieve optimal job performance. Attribution theory holds that people tend to develop perceptions about others based on their empirical observations which are then used, consciously or subconsciously, to form perceptions about their

Of great importance is the position of respondents. On the basis of the questionnaire an experimental design can be drawn, using two groups of subjects: one group consisting of high level positions, maybe people working in Human Resource Management, and the other group being composed of university students or people holding different positions, non-managerial. The hypothesis would be aimed at testing gender stereotypes for higher position and lower position employees.