pygmalion ppt 1
TRANSCRIPT
PYGMALION IN
MANAGEMENT
THE GREEK MYTH
In ancient Greek mythology, Pygmalion was a gifted sculptor from Cyprus. He showed no interest in the local women. Instead, he concentrated on his art until one day he ran across a large, flawless （无瑕） piece of ivory （象牙） and decided to carve a beautiful woman from it. When he finished the statue, Pygmalion found the image of his ideal woman so lovely that he fell in love with it. Then he went to the temple of Aphrodite ( the goddess of love, beauty and fertility ) to ask her to bring the statue to life. When he returned, he found the statue which he named Galatea alive and humbled himself at her feet. At last they got married.
Pygmalion, the play by George Bernard Shaw, is an adaptation of the Greek story.
According to the myth, Pygmalion created a female statue and treated it with such affection that, through Aphrodite's intervention, the statue came to life and responded to him. Such is the essence of the self-fulfilling prophecy: what we expect tends to come true.
The author-----George Bernard Shaw , who is
an Irish dramatist, literary critic, and a leading figure in the 20th century theater.
His main works: Immaturity Widowers' Houses Pygmalion Man and Superman
(1902), John Bull's Other
Island (1904), Major Barbara (1905)
Are you interested in Psychology? If yes, have you ever heard of the “Pygmalion
Effect ”?What is it? ?
The Pygmalion Effect is that people tend to behave as you expect they will. If you expect a person to take responsibility, they probably will. If you expect them not to even try, they probably won’t.
Process Diagram When Communicating Expectations CLIMATE:
Manager creates a warmer , social &
emotional mood for high expectation
employees. They smile more, node their heads approvingly & look into subordinate eyes more
often, They are generally more
supportive, friendly, accepting, & encouraging
INPUT:More assignments and projects are
given to high expectation
employees. In addition to this
assignments are more challenging and afford high
visibility.
OUTPUTManager gives high
expectation employees more opportunities to
speak at meetings , to offer their opinion or to disagree with
the managers opinion. They pay closer attention to
their responses, and give them more
assistance or encouragement in
generating solutions to problems.
FEEDBACK:Manager gives more
positive reinforcement to high expectation employees. They praise them more for good work and criticize them less
for making mistakes.
Consequently, Confidence grows..
Aim Of This Article
1. Explore the concept of self fulfilling prophecy (or Pygmalion Effect as it is known ).
2. Define the key principle of self fulfilling prophecy.
3. Illustrate these principles with number of corollaries to support the basic principles.
4. Suggests ways by which teachers and managers can influence the success of pupils and subordinates.
How managers communicates expectations ?
Seating low expectation employees in low prestige office areas far from the manager.
Paying low attention to lows in business situations.
Giving them less information about what’s going on in the department.
Calling on lows less often to work on special projects, state their opinions, or give presentations.
Waiting less time for lows to state their opinions. Not staying with lows in failure situations. Criticizing lows more frequently than highs for
making mistakes. Praising lows less frequently than highs after
successful efforts.
How managers communicates expectations ?
Praising lows more frequently than highs for marginal or inadequate efforts.
Providing lows with less accurate and less detailed feedback on job performance than highs.
Failing to provide lows with feedback about their job performance as often as highs.
Demanding less work and effort from lows than from highs.
Interrupting lows more.
How teachers communicates expectations ?
Seating low expectation students far from teacher and/or seating them in groups.
Paying low attention to lows in academic situations.
Giving them less information about what’s going on in the department.
Calling on lows less often to answer questions or to make public demonstrations.
Waiting less time for lows to answer questions. Not staying with lows in failure situations. Criticizing lows more frequently than highs for
incorrect responses. Praising lows less frequently than highs after
successful responses.
How teachers communicates expectations ?
Seating low expectation students far from teacher and/or seating them in groups.
Paying low attention to lows in academic situations.
Giving them less information about what’s going on in the department.
Calling on lows less often to answer questions or to make public demonstrations.
Waiting less time for lows to answer questions. Not staying with lows in failure situations. Criticizing lows more frequently than highs for
incorrect responses. Praising lows less frequently than highs after
successful responses.
How teachers communicates expectations ?
Praising lows more frequently than highs for marginal or inadequate responses.
Providing lows with less accurate and less detailed feedback than highs.
Failing to provide lows with feedback about their responses as often as highs.
Demanding less work and effort from lows than from highs.
Interrupting lows more frequently than high.
COROLLARIES
1. High expectations leads to higher performance; low expectations leads to lower performance.
2. Better performance resulting from high expectations leads us to like someone more.
3. We tend to be comfortable with people who meet our expectations, whether they are high or low.
4. Forming expectations is natural and unavoidable.
COROLLARIES
5. Once formed expectations about ourselves tend to be self-sustaining.
6. Good managers produce employees who perform well and feel good about themselves .
7. Performance ratings don’t just summarize the past , they help determine future performance.
8. The best managers have confidennc in themselves and in their ability to hire, devlop & motivate people; largely because of self confidence, they communicate high expectations to others.