Discussion: Pygmalion Effect in the Workplace - PROJ6008 Module 1

This discussion board post examines the Pygmalion effect, a concept where expectations influence performance, focusing on its impact within contemporary organizations. The post addresses the benefits of using the Pygmalion effect in the workplace, highlighting how managerial expectations shape employee behavior and drive productivity. It explores the differing impacts on individuals versus the organization as a whole, considering factors like goal attainment and workplace dynamics. The analysis further extends to international organizations, investigating how the Pygmalion effect influences productivity through the lens of multiculturalism and leadership goals, emphasizing the role of managers in setting performance expectations and fostering self-efficacy among employees. The post references relevant research to support its arguments.

Running Head: PSCYHOLOGY
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Leadership for the contemporary organizations
7/16/2019

PSCYHOLOGY
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“Pygmalion effect in the workplace”
The concept of Pygmalion effect in the workplace defines about the expectations that
others set for us to work in a particular setting or organisation. Discussing about the role and
impact of Pygmalion effect, it is mostly observed in the behaviour of individuals working in
the organisations.
For an example, managers hold expectations in relation to their targets for attaining a
level of performance. This encourages them towards it, and influences their behaviour to
attain organisational goals and objectives. The behaviour of employees in the Pygmalion
effect is impacted through performance reviews by their managers. Therefore, it tends to
influence the workplace behaviour, employee’s productivity, and performance in the longer
period. However, the impact of Pygmalion effect on the organisation as a whole differs
based on the nature of work and the goals to be achieved at the end of year (Dwyer, 2017).
In context to international organisations, the Pygmalion effect influences the
productivity by developing a link with the leadership goals. Here, Pygmalion effect has been
studied under the aspect of manager’s expectations of the multiculturalism and their impact
on the workgroup dynamics. Pygmalion shapes the managers belief and expectations
towards the people working from different cultures, and thereby impacts their productivity.
All the managers in Pygmalion role cultivate in themselves a role of setting
performance goals or expectations from their subordinates. This is done in manner by
encouraging their interests, establishing self-efficacy, and ensuring attainment of goals. The
employee’s productivity and level of performance affects the functioning of the organisation,
in the long-term (Howard, Tang & Austin, 2015).

PSCYHOLOGY
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References
Dwyer, K. (2017). Managing performance: the Pygmalion effect of leadership. IQ: The RIM
Quarterly, 33(2), 52.
Howard, L. W., Tang, T. L. P. & Austin, M. J. (2015). Teaching critical thinking skills:
Ability, motivation, intervention, and the Pygmalion effect. Journal of Business
Ethics, 128(1), 133-147.