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"Attribution in Action” Visual Narrative 

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"Attribution in Action” Visual Narrative 

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The story revolves around an employee named Benjie, who has been working in the company for five years. Despite his loyalty and dedication, he still did not get promoted. The Attribution Theory shown as Benjie blames himself for not being good enough, showing internal attribution. However, it is later revealed that the real cause is external, his boss’s corruption. This reflects the Fundamental Attribution Error, uncontrollability, and stability of the situation, as the unfair system persisted beyond Benjie’s personal control.

Self-Checklist: “Attribution in Action” Visual Narrative

Before submitting, check if your work meets these criteria:

1. Concepts of Attribution

🗹     I clearly showed internal attribution (cause within the person).

🗹 I clearly showed external attribution (cause outside the person).

🗹 I included locus of control, stability, and controllability in my scenario.

2. Biases in Attribution

🗹  I illustrated at least one attribution bias (e.g., self-serving bias, fundamental attribution error).

🗹 My example of bias is accurate and clear.

3. Creativity & Clarity

🗹  My visuals are creative, engaging, and easy to follow.

🗹  My captions (50–80 words) explain the psychology concepts clearly.

4. Application to Real Life

🗹  My scenario is realistic and relevant (school, work, sports, family, etc.).

🗹 It shows different perspectives in interpreting the event.

5. Presentation & Submission

🗹  My work is organized, polished, and easy to read/view.

🗹  I saved my file as PDF or image (JPEG/PNG).

🗹 I uploaded my work to Google Classroom/Padlet before the deadline.

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Saying One Thing, Doing Another: The Case of  Attitude and Behavior Conflict

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Saying One Thing, Doing Another: The Case of  Attitude and Behavior Conflict

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Social norms are like invisible rules, creating an expectation for individual behavior in social contexts (Bicchieri, 2006) which may lead to forced compliance. This dynamic is prevalent in professional settings. In “The Overtime Dilemma,” this influence is evident, as the circumstances result in conflict between Anna’s personal evaluation and her visible actions.

Moreover, Anna is a person who strongly values work–life balance, and her assertiveness on the topic is evident when she shared this to her colleagues, indicating that she has an established approach on balancing family time and professional responsibilities.  However, when her boss requested overtime, Anna faced a conflict between her desire to maintain work–life balance and the pressure to conform to workplace expectations. Although she felt a sense of unfairness and frustration, she still accepted the request and worked additional hours on the project. This internal conflict led her to justify her actions by reasoning that refusal might damage her career and reputation.

According to Cognitive Dissonance Theory (Festinger, 1957) it emphasizes the psychological discomfort that comes from misalignment between attitudes and behavior. In Anna's situation, not only did she alter her behavior, but she also rationalized her discomfort to reduce dissonance. Evidence indicates that dissonance intensifies when there are limited justifications for behavior inconsistent with one's attitude (Harmon-Jones, 2000; Leippe & Eisenstadt, 1994). Anna's focus on her career and reputation suggests a strong rationale, which may have reduced the degree of dissonance. It is clear that Anna changed her behavior in this situation, it is possible that she will continue to hold on to her belief in work–life balance.

Additionally, based on my personal observation, the environment is also a crucial factor in creating an aligned or conflicting situation. A positive environment where social norms are not tolerated, allows individuals the freedom to behave in ways that align with their attitudes. Hence, this works hand in hand with personal choice, as there is always an open door for individuals to decide whether to remain consistent with their attitudes or to comply with external pressures.

In conclusion, our attitude is like a compass; it points to the direction we believe is right. Consistency is formed when our behavior follows this compass, meaning that behavior coordinates with the attitude. While inconsistency arises when our behavior moves in a different direction, meaning we can identify alignment or conflict by whether our actions reflect or contradict what we believe and express.

References:

Bicchieri, C. (2006, January 1). The Grammar of Society. Researchgate.https://www.researchgate.net/publication/227389527_The_Grammar_of_Society

Festinger, L. (1957). A theory of cognitive dissonance. Evanston, Illinois: Row, Peterson, and Company.

Harmon-Jones, E., & Mills, J. (1999). Cognitive dissonance: Progress on a pivotal theory in social psychology. American Psychological Association. https://doi.org/10.1037/10318-000

Let this Self-Assessment Checklist aligned with the rubric guide you in developing your Concept-to-Case Reflection Blog. Total: 25 points (5 points each)

1. Understanding of Concepts

☑ I explained attitude, behavior, and consistency/inconsistency clearly.

☑ I used my own words and examples to show understanding.

2. Application to Case Vignette

☑ I connected the theories (e.g., Cognitive Dissonance, Theory of Planned Behavior) to Anna’s situation.

☑ My explanation shows why her attitude and behavior are consistent or inconsistent.

3. Critical Thinking & Insight

☑ I gave my own interpretation and reflection (not just repeating theory).

☑ I explained when attitudes and behaviors align or conflict in real life.

4. Organization & Coherence

☑ My ideas are in logical order (introduction, explanation, reflection, conclusion).

☑ Each paragraph is clear and connected.

5. Writing Quality

☑ My writing is clear and easy to follow.

☑ I checked for grammar/spelling errors.

☑ If I used sources, I cited them in APA style.