Prygmallion Effect

 The Pygmalion effect, or Rosenthal effect, is a psychological phenomenon wherein high expectations lead to improved performance in a given area. The effect is named after the Greek myth of Pygmalion, a sculptor who fell in love with a statue he had carved, or alternately, after the psychologist Robert Rosenthal. Rosenthal and Lenore Jacobson, in their book, applied the idea to teachers' expectations of their students affecting the students' performance, a view that has been undermined partially by subsequent research.

In this phenomenon the higher expectations leads to higher performance. Our beliefs about the other person's ability influence our actions towards the other person. this action has an impact on the others beliefs about themselves. The belief about themselves cause the other's actions towards us. Which again reinforces our beliefs about that person and the cycle repeats again and again.

Robert Rosenthal and Lenore Jacobson's study showed that if teachers were lead to expect enhanced performance from children then children's performance were enhanced. The experiment goes like this:

All students in a single California elementary school were given a disguised IQ test at the beginning of the study. These scores were not disclosed to teachers. Teachers were told that some of their students (about 20% of the school chosen at random) could be expected to be "intellectual bloomers" that year, doing better than expected in comparison to their classmates. The bloomers' names were made known to the teachers. At the end of the study, all students were again tested with the same IQ test used at the beginning of the study. All six grades in both experimental and control groups showed a mean gain in IQ from before the test to after the test. However, First and Second Graders showed statistically significant gains favouring the experimental group of "intellectual bloomers". This led to the conclusion that teacher expectations, particularly for the youngest children, can influence student achievement. Rosenthal believed that even attitude or mood could positively affect the students when the teacher was made aware of the "bloomers". The teacher may pay closer attention to and even treat the child differently in times of difficulty.

How to use Pygmalion Effect in Management:

1. Stay mindful of your perception:

 If you work on a team made of different skills, qualities, and personality traits, you can appreciate what each individual brings to improve productivity and make work enjoyable. Instead of identifying weaknesses, focus on strengths and opportunities for individuals to grow. This strategy can encourage others to perform at their best because you believe they can.

2. Identify positive qualities:

Seek out positive traits and notable strengths in your employees. Look for the areas where they’re most talented and have the greatest potential. Discuss these strengths with your employees and let them know what you believe they’re capable of. Give them high expectations that encourage them to exceed what they’ve accomplished in the past.

3. Present your Employees with challenging tasks:

Employees exhibit greater growth when they are empowered to reach ambitious goals. Assign your employees tasks that challenge their capabilities and encourage them to achieve more than they have in the past. Emphasize the fact that you know they’re equipped to handle these jobs skillfully. An individual who can overcome challenges is likely to be a stronger collaborator on group tasks.

4. Use confident language:

Make it clear to your employees that you believe they are exceptionally qualified to complete the task you are asking them to do. Compliment your employees on their performance and identify the strengths they have shown. Those who believe they are among the most talented in the company are more likely to feel confident and, as a result, exhibit exemplary skills.

5. Allow for discussion and self-expression:

In early studies of the Pygmalion effect, those who were given greater opportunities to express their thoughts during discussion saw more personal growth. These opportunities can come in the form of an open-door policy, time set aside during general meetings or even specific meetings just for employee feedback. Give your workers the same opportunity to discuss your team or company’s growth and make an impact in your organization.

6. Provide Detailed Feedback:

Use constructive feedback for areas where employees are struggling, and offer actionable advice on how they can do better. If an employee is struggling with one certain task, encourage them to keep working on the task and assure them you know they are capable of completing it. You can also provide them more specific feedback on how to properly complete the task so it is a learning opportunity.

7. Promote positive Gatherings:

The Pygmalion effect can have the greatest impact when it’s used by everyone in the organization. Leaders are uniquely positioned to influence a workplace culture that publicly celebrates individual team member’s successes and strengths.