Self Fulfilling Prophecy Pygmalion Effect Essay Example for Free

Self Fulfilling Prophecy Pygmalion Effect EssayThe worry with productivity measurements especially in measuring a companys workforce efficiency, is that they do non take into accounting system other factors relating to the panache people work.This means that elements much(prenominal) as employees initiatives, their flexibility, teamwork and adaptability argon not unifiedd in the measures of input.As such, the calculation of productivity is not an absolute one. Also, the failure to incorporate the element of effectiveness in the measurement of productivity could produce a false assessment of the aline transactance of a company. Its a fact that attitude is the main stumbling block that holds back employees productivity.The Self fulfilling Prophecy or Pygmalion Effect as a Management Concept. Conceptualized by Robert Merton, it is about phenomenon that occurs when a false definition of the situation evokes a new behavior which makes the original false conception get on wi th through. The whole theory is establish on the theorem if men define situations as echt, they atomic number 18 real in their consequences,This means that when one has a set presentiment, he would be rescue in focuss that call forth that his expectation would be fulfilled no matter what. The consequence of his behavior somehow fulfils his expectation.The ultimate aim of a prophecy is not to tell the future, but to make it. It is important for conductors to consider carefully their natural process and behavior as understanding and applying the Self fulfilling Prophecy will have a great advert on the performance of the employees.In working environment, the way manager behaves, his attitudes, beliefs towards his subordinates do have an impact on how they behave, managers who truly believe in them have the very same people performing better and change to the organization success. Instruction must be communicated clearly to employees so that no ambiguity(unclear or confuse) on what is expect of them.The four factors of self-fulfilling prophecy and its application are1)Consistent Information (C I) Good performer who are thoroughly like by their managers are often accustomed more ideas, instruction and suggestion. As the day goes by, it help them perform better, have an edge over their colleagues whom the manager deem poor performers.The key is to be conscious of this sagacity play and to start creating positive expectations rather than negative expectations in managers and employees about the organization and themselves.2)Expected performance (E P) The way managers communicate performance expectations to their subordinates will influence them to establish realistic levels of aspiration and higher performance goals.The study point is, managers and subordinates must establish and set realistic goals and targets.3)Positive Reinforcement (P R) Subordinates who are expected to perform well are normally rewarded more frequently and generously when they achi eve their performance goals.On the other hand, those who are not expected to perform well tend to perform badly and are not reinforce.Interestingly, til now if they perform well, they may not be rewarded because their managers felt threatened or irritated that their expectations are not proven.Hence, it is important for managers and supervisors to be aware of their prejudices and negative feelings of their subordinates.Conscious attempts must be made to eliminate such prejudices and discriminations.4) Constructive Feedback (C F) Managers who communicate high performance expectations typically provide greater feedback.Feedback occurs more frequent and have specific suggestion for improvement. Especially in performance appraisal and review, the variables is the managers rating of the subordinates.It is based on the managers values, prejudices and feelings. Most employees will take the cues and alter their future behavior accordingly.As such, managers and supervisors must take due car e in the way they give feedback to their subordinates.Their tone, body language, and attitudes do account for a successful feedback session.Conclusion The above four factors which contain a managers expectation can be effective and productively manage if mangers are conscious and aware of their existence and the way they function.The learning point is that even if a subordinate is not a high performer, a manager can still help by being positive with his expectations. This way, the subordinate is at least given a fair opportunity to prove his self worth and capability.