An internal attribution would result when a manager sees a subordinate with low consensus, low distinctiveness, and high consistency.

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With low consensus (other people in the same situation don't behave the same way) and low distinctiveness (subordinate behaves the same way in other situations as well), the manager is likely to make an internal attribution (attribute the behavior to the subordinate's personal characteristics). High consistency (subordinate consistently behaves this way) reinforces this internal attribution.

An Internal Attribution Would Result When a Manager Sees a Subordinate