How does the self-serving bias typically manifest in the workplace? Employees attributing their successes to external factors. Managers attributing team failures to their own shortcomings. Employees attributing their successes to their own abilities and efforts. Managers giving equal credit to all team members for a project's success.

The self-serving bias typically manifests in the workplace in the following ways:

1. Employees attributing their successes to their own abilities and efforts: This is a common manifestation of the self-serving bias. Employees often believe that their successes are due to their own hard work, skills, or intelligence, rather than external factors such as luck or help from others.

2. Employees attributing their failures to external factors: On the flip side, when things go wrong, employees often blame external factors rather than their own shortcomings. This could include blaming colleagues, the economy, or even the weather for their failures.

3. Managers attributing team failures to their own shortcomings: This is less common, but can still occur. A manager with a self-serving bias might take the blame for a team's failure, believing that they could have done something to prevent it. This can be a way of maintaining control and avoiding the perception that they are not competent.

4. Managers giving equal credit to all team members for a project's success: This is also less common, but can occur. A manager with a self-serving bias might spread the credit for a successful project evenly among all team members, regardless of their individual contributions. This can be a way of maintaining harmony in the team and avoiding resentment or jealousy.