What does external attribution refer to in the context of workplace behavior?

External attribution in the context of workplace behavior refers to the process of ascribing an individual's actions or outcomes to factors outside of their personal control, such as situational variables or luck. When evaluating why someone may have performed well or poorly, if one adopts an external attribution perspective, they might consider aspects like unforeseen events, the influence of coworkers, or external pressures that could have affected the behavior in question.

This viewpoint is significant in understanding workplace dynamics because it highlights how situational or contextual elements shape behaviors and outcomes. For instance, if an employee missed a deadline, an external attribution may lead one to conclude that the delay was due to unforeseen circumstances, such as a lack of resources or unexpected changes in project scope, rather than solely blaming the employee's time management skills.

Recognizing and applying external attributions can promote a more compassionate and understanding workplace atmosphere, as it encourages looking beyond individual failings to understand the broader context that influences behavior.