The Pygmalion effect is a phenomenon which refers to the idea that the higher expectations one has of someone, the better the person performs. This effect typically goes beyond simple self-fulfilling prophecies, and is thought to be a result of the particular behaviours and expectations that are associated with higher expectations.
The term is derived from the Greek mythology legend of Pygmalion, who, after becoming frustrated with women, sculpted a perfect female figure from a block of ivory. He then fell in love with his creation, and his love for her was so great that Aphrodite, the Greek goddess of love, brought his creation to life as the beautiful woman Galatea. This story epitomizes the Pygmalion effect, and the idea that, through greater expectation of someone, they can be transformed into something greater.
In terms of the effect in modern society, the phenomenon has been studied in both education and the workplace. In the educational setting, research has suggested that when teachers expect more of their students, these students often exceed the expectations. Similarly, researchers in the workplace have argued that when managers have higher expectations of employees, these employees have a greater likelihood of performing better.
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However, there is still a lack of consensus amongst researchers when it comes to the details of the Pygmalion effect, such as exactly how expectations influence performance. Some believe that higher expectations lead to a sense of challenge and motivation in the individual, while others suggest that greater expectations often lead to a fear of failure, which can inhibit performance. It is also generally agreed that the Pygmalion effect does not always work, and that certain conditions are needed for it to be successful. These include effective communication from the person with higher expectations, and a positive environment in which the individual is given the support and resources to perform better.
It is argued that, for the Pygmalion effect to work in a positive sense, managers and teachers should ensure that the expectations they have of their staff or students should be stated in clear, measurable terms. This can help to ensure that the expectations have a contextual meaning and can be used to track progress. Furthermore, managers and teachers should also provide support to individuals so that they are able to meet the expectations they have set them. This could include providing employees or students with the necessary resources and guidance to reach the set goals or standards. Additionally, managers and teachers should also encourage employees or students to reflect on their own performance, in order to hold themselves accountable.
Another key factor in applying the Pygmalion effect successfully is a strong relationship between the individual with higher expectations and the others whose performance is expected to improve. It is argued that the Pygmalion effect will only work if both parties are engaged in a supportive and understanding relationship. This means that the manager or teacher should be open and approachable, and should create an environment in which the individual with lower expectations feels comfortable and confident.