Pygmalion Effect in Management

are treated in accordance with Theory Y, they will be motivated and committed to the organisational

The first theory that we could observe is Strain Theory. Strain theory is defined as ‘how mainstream values produce deviance’. The work place, Intitech, pushes towards conformity. All workers were consistently found in their cubicles, typing the same reports the same way. The workers go through the same routine every day, so when Peter comes in after his hypnosis, he is being deviant within the workplace. Strain Theory also is

Behavioral Management Theory is the understanding and response of employee needs to enforce motivation. This theory guides management in a better understanding of the human aspect. It involves management to treat employees as important resources in the workforce. The goal is to raise productivity and to do this by motivating employees. Motivating employees can involve incentives like employee bonuses, promotions, and the collection and redeeming of points for rewards. As the management takes interest in employees, it makes them feel like an important part of the puzzle, and in turn motivates employees to work harder. Like in most cases, if the employees are satisfied and working conditions are good, productivity raises automatically. A theorist by the name of Mayo Hawthorne devised an experiment that allowed a group of telephone line workers to be separated and observed in a private room. The controlled group of employees increased greatly in productivity. This brought the human relations movement that involved management spending time, showing interest, and rewarding employees to increase productivity. Employees felt management was

After learning more about the Pygmalion effect, it typically discusses how individuals often children or students may turn to live up to what’s expected of them, in which they perform better when someone sets high expectations for them. The Pygmalion effect was also called the Rosenthal effect based on the classic experiment by Rosenthal and Jacobson. During their experiment during the beginning of the school year, Rosenthal and Jacobson told the teachers that this test was to predict which students would bloom intellectually during the academic year. Both Rosenthal and Jacobson deceived the other teachers by telling them that the most intellect students have been tested by a new methodology which determines

Pygmalion by George Bernard Shaw is a play that shows a great change in the character Eliza Doolittle. As Eliza lives in poverty, she sells flowers to earn her living. Eliza does not have an education. This shows through the way that she does not have the most proper way of speaking. This happens through when Eliza is speaking to the other characters when she meets then when she is still at a low level of poverty in her life. To understand the reasons Eliza is able to change and be changed into an almost Cinderella like character. With Eliza going from and growing and changing through the hardship she faces. In the play Eliza begins with no confidence and works towards having a way to reach trough from learning during her life

Theory Y, adopts the participative management style, which operates on the idea that people are inherently motivated to work if they find the job fulfilling

The next constraint to his job performance is the leadership style and characteristics of his superior. His superior sounds as though he does not exhibit interpersonal skills. The case study states that he would call Paul into his office and ask of him what the problem was but he wouldn’t really want to listen. It also states that his superior read weakness into any personal problems so the workers were to keep their personal life separate from their work life. The case study also portrays that the type of rewards or punishment that his superior offers is negative reinforcement. Negative reinforcement is

In Pygmalion and The Makeover, a lower-class person desires to move up the social ladder in order to land a better job; the individual seeks assistance in the areas of class, pronunciation, and speech from two experts. Throughout both stories, the person receives a complete makeover of their appearance and behavior. However, the two stories differ in context and in certain plot elements.

On the other hand, here comes to the theory Y. On the contrary, it based on positive assumptions, and also more positive view of workers and the possibilities that create. For instance, they assumed that employees are ambitious, self-motivated and anxious to accept greater responsibility. Employees exercise self-control, self-direction, autonomy and empowerment, also exercise creativity and become forward looking. So, once the managers are adopted this theory, they believes that people want to do well at work, have a pool of unused creativity and that the satisfaction of doing a job

Theory X describes a results-driven manager who issues deadlines and ultimatums, is elitist, does not build teams, is a one-way communicator and a poor listener, and a whole host of other negative traits. This is the "authoritarian" style, and while MacGregor's (Chapman, n.d.) treatment of this manager is overwhelmingly negative, these types of people often become managers because they deliver results. Theory Y managers, by contrast, as known as "participative" and are characterized by a host of positive adjectives.

Jusko informs those interested in developing high-potential employees of the basic steps to create efficient leaders. To have a successful employee development program, it is very beneficial for the upper-level management of organizations to have an extensive involvement in leadership development. The organization should also have dependable, clear-cut, high moral level culture which should look toward what skills will be needed in future occupational endeavors when reviewing current talent’s work performance. High-potential employees should be given opportunities to learn and develop skills that will be rewarding for themselves as well as the organization in the future. Motivation increases the retention of high-potential employees. Furthermore, managers of these employees should be held responsible for the development of their skills.

“Pygmalion was written to challenge the class system, traditional stereotypes and the audience’s own views.”

To be formed into the mold of a productive worker. What does this do for the

When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles. Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited

With the acquiring of quality employees comes the assessment and development of Human Resources. Having the right people for the job is just selecting the right people to