Expectations Comes True – Pygmalion Effect on the Performance of Employees

• Dr.Priya, Professor, SIMS

 

Pygmalion effect or self-fulfilling prophecy occurs when a false definition of the situation evokes a new behavior that makes the original false conception come true. If people define situations as real, they are real in their consequences. This explains how others expects about us and how it affects our self -concept and influence our behavior. The verbal and non- verbal messages and strokes which we receive from significant people in our lives (significant others) influence our self-concept and determine our behavior. This concept can be used as the management tool for increasing the confidence and motivation of employees and thereby enhances the employee productivity.

 

Pygmalion Effect

The term Self-Fulfilling Prophecy, or SFP as it is popularly known (Merton, 1948) suggests that whatever one holds in one’s mind (even subconsciously) tends to occur in one’s life. It explains belief or an expectation will affect the way a person will behave in a way that confirms the belief or expectations. An expectation when created is communicated to another person, from whom the desired behavior is expected. Then the person is treated according to the expectation and finally the expectation comes true. Self- fulfilling prophecy is a circular feedback between expectation’s, actions and results.

THE ABC’S OF PYGMALION

1. A) We cannot behave or act in a manner that is inconsistent with our expectations and beliefs.
2. B) Our behaviors and actions toward others influence their expectations, behaviors, and performance either positively or negatively.
3. C) Thus, our expectations will become a self-fulfilling prophecy, partly because we will act in a manner that is consistent with that “prophecy” and causes it to “be fulfilled.”

HISTORY OF PYGMALION

The word Pygmalion comes from the sculptor Pygmalion, who fell in love with the statue of the ideal woman he created; the statue was finally brought to life with the help of Goddess Venus. The modern update comes from George Bernard Shaw’s play Pygmalion, which shows that the difference between a lady and a flower girl is not in how she behaves, but in how she is treated. Pygmalion effect or self-fulfilling prophecy occurs when a false definition of the situation evokes a new behavior that makes the original false conception come true. If people define situations as real, they are also real in their consequences.

What managers expect of their subordinates and the way they treat them largely determines subordinate performance and career progress. A manager having low expectations from subordinates may exhibit behaviors like seating the person in low-prestige areas, paying less attention, smiling less often, and giving less information about what is going on. Special projects may rarely be given as may be the opportunities given for presentations or expression of opinion.

PYGMALION EFFECT AS A MANAGEMENT CONCEPT:

Pygmalion Effect is taught as a management concept in B-schools today and it can be even well practiced in organizations.  Since Pygmalion effect yield we get what we expect, it logically follows that high expectation lead to high performance; and low expectation lead to low performance. The assumptions that managers make about their employees will affect their expectations and treatment towards the employee. The reasons why ineffective managers set low expectations of their employees are:

• Theory x- Managers who believe that people have low motivation and ambition expect very little.
• Managers who want to be liked by their employees, fear creating resentment against themselves by setting demanding goals.
• Managers who fear they may not able to achieve high goals.

• Managers who believe their employees are already overloaded and overworked.

Effective leaders and managers set ‘stretch goals’, which may seem unrealistic and demanding. These mangers and leaders have great confidence in themselves and their people. Mangers often predict the performance of their staff with precision and accuracy. Employees can tell exactly how their co-workers bosses and customers will act in certain situations.

PYGMALION EFFECT AT WORK

A performance review can be a good example of how Pygmalion Effect works. Performance reviews do not just tell us about the past performance, they also determine the future performance. A good performance review makes the employee perform well and feel positive and confident. Even a non- verbal gesture can convey the message of appreciation and acceptance. Thus it’s not just what one’s says, it’s also the way one behaves.

The implication of the Pygmalion Effect for leaders and managers is massive, it means that the performance of the team depends less on them than it does on the manager. The performance one gets from people is no more less than what one expects; which means one must always expect the best.Thus managers play an important role in the success or failure of the employees through praise, feedback, etc.  It can also be concluded that positive expectations play a vital role in establishing an organization-wide Pygmalion Effect.

 

USE A “POSITIVE PYGMALION” APPROACH

• With employees demonstrating low confidence or poor performance.
• To ensure the success of new hires (use it to raise their expectations of the organization and current employees’ expectations of the new hires).
• To clear the record of former “problem” employees (so that their past reputation doesn’t perpetuate negative SFPs) when conducting any type of training.
• To prevent real or potentially low achievers from being victims of the negative SFPs of others.
• To set a positive tone when new management or leadership takes over.
• When describing employees and teams (come up with positive, inspiring labels that let them and others know how much you believe in them).
• When setting individual, departmental, or organizational goals— the more challenging the better.