What is the implication of self-serving bias in an organizational setting?

Self-serving bias refers to the tendency for individuals to attribute their successes to internal factors, such as their skills or efforts, while blaming external factors for their failures. In an organizational context, this bias can have significant implications, particularly regarding personal accountability.

When self-serving bias is prevalent, an individual may fail to take responsibility for their mistakes or shortcomings, attributing them instead to external factors like poor management, inadequate resources, or unfavorable circumstances. This tendency can undermine accountability, as employees may not recognize their role in causing issues or contributing to failures. It can also hinder professional development, as individuals may not learn from their mistakes if they consistently externalize blame. In turn, this can impact the overall organizational culture, leading to a lack of ownership and diminished performance.

In contrast, the other options present outcomes that are less likely to occur in the presence of self-serving bias. For instance, promoting teamwork and collaboration or encouraging shared success requires individuals to engage in self-reflection and recognize the contributions of others, which self-serving bias can obstruct.