LITERATURE REVIEW Laura (2006) has stated, “Professional image is defined as the aggregate of key constituents’ (i.e., clients, bosses, superiors, subordinates and colleagues) perceptions of one’s competence and character”. This definition refers to an externally tilted, public guise based upon reflected appraisals rather than one’s self-image or others’ “actual” perceptions (Ibarra, 1999; Mead, 1934; Tice & Wallace, 2003). Impression management is a common phenomenon in the organizations (Wayne & Liden, 1995), and employees may engage in such behaviors to develop a favourable self-image (Bolino & Turnley, 1999). Individuals distinguish that by improving their performance; they will be seen as efficient and dedicated employees and will be considered as an asset to the organization so they will be in a position to impress others, including their immediate supervisors. However, this possibility has not yet been paid enough attention in the studies conducted on impression management up to now. However the use of impression management strategies is not as straightforward as it appears. There are two faces of a picture to every impression management strategy – a desirable and an undesirable image (Jones & Pittman, 1982). Weinstein (1969), presented a theory of impression management that has been referred by Felson B. Richard (1978). Impression management theory suggests that most of human behaviors are adapted to attain a favorable reaction from their target. It is a known fact that individual categorize or typify other in a situation and people being categorized make attempts to make these categorization more favorable. From a subordinate’s perspective, Chen & Fang (2007) suggested that in highly performanceorien... ... middle of paper ... ...as, M. E. (1989). Self-presentation by association. Journal of Personality and Social Psychology, 57: 626-631. Impact of impression management on performance rating 45 Clark, M., (1998). Chryses' Supplication: Speech Act and Mythological Allusion. Classical Antiquity, Vol. 17, No. 1, pp. 5-24. University of California Press, retrieved from http://www.jstor.org/stable/25011072 on 03-12-2008 Colella, A., and Varma, A., (2001). The Impact of Subordinate Disability on Leader- Member Exchange Relationships. The Academy of Management Journal, Vol. 44, No. 2, pp. 304-315. Academy of Management, retrieved from http://www.jstor.org/stable/3069457 on 03/12/2009 08:37 Dipboye, R. L. (1985). Some neglected variables in research on discrimination in appraisals. Academy of Management Review, 10: 116-127, www.jstor.org/stable/258218 on 14-10-2009 Doheny, K., & Schlenker
Stereotyping is a normal part of every one’s life. Humans, by nature, classify things. We name animals and classify them by common characteristics but stereotyping can have negative repercussions, and everyone does it. In a recent study it was proven that everyone has an unconscious need to stereotype (Paul). In Junteenth and The Invisible man, Ralph Ellison argues that stereotyping can cause mayhem by making the people become something they are not.
individuals; therefore we think things about people that might not be true” (McLeod 1).And that
Social categorization is described as the natural classification process, which people use in placing others into some social groups (Abrams & Hogg, 2006). Typically, based on the human nature, social categorization occurs instinctively, without even the people’s awareness. As social creatures, people are sure to interact with others in different communal settings. As a result, they end up meeting with people of all categories ranging from different color, size, gender, shape, and sexuality among others (Ambady & Skowronski, 2008). From a generalized point of approach, social categorization is debatably the process where the people think of others as either man or woman, old or young, tall or short, black or white. Typical of any categorization,
Human behavior is influenced by culture, attitudes, emotions, values, ethics, authority, rapport, hypnosis, persuasion, coercion, and genetics (Wikipedia, 2011). It falls within a range with some behavior being common, unusual, acceptable, and some outside acceptable limits (Wikipedia, 2011).
The first characteristic of stereotyping is over-generalisation. A number of studies conducted found that different combinations of traits were associated with groups of different ethnic and national origin (Katz and Braly, 1933). However, stereotyping does not imply that all members of a group are judged in these ways, just that a typical member of a group can be categorised in such judgements, that they possess the characteristics of the group. Still, when we talk of a group, we do so by imagining a member of that group.
Impression management (IM) refers to the behaviors or actions an individual engages in to influence another’s impression of individuals. Impression management is commonly used in the workplace and has been proven to impact important outcomes within that setting. IM is commonly used to obtain promotions, employment, and positive appraisal. Given that IM plays a major role in a business’ success, Scientist have been working to develop a greater understanding of IM, including looking into situations and circumstances when it is used, the people who use it, and how its use can be
Impression management is a social phenomenon that occurs in our daily life both consciously and unconsciously. “It is the act of presenting a favorable public image of oneself so that others will form positive judgments.” (Newman 184) Our first impressions of a person are always based on physical appearance and we compare them to the norms of our society. We can all admit to the initial meeting of a person and first noticing their age, gender, race, or other ascribed characteristics. Our cultural norms are ideas such that fat is “ugly” which are very different across societies and time. Also, impression management is an idea of how individuals interact in different social situations. “Sociologists refer to dramaturgy as the study of social interactions as theater, in which people (“actors”) project images (“play roles”) in front of others (“the audience”).” (Newman 169) This is our human need for acceptance and way of managing the impressions we give others and perform what we think people want to see. Our social life is governed by this concept but it only works with effective front-stage and back-stage separation. Our front-stage is the visible part of ourselves that we allow others to see unlike our hidden back-stage self.
likely to shape their own actions. This is the process known as socialization (Goldberg 279).
How individuals see others can also tell a lot about the person themselves. This is because people use many different things to judge others. For example people will use past experiences to make a judgment about how someone would act. This also shows who the person is by their judgement of someone. Other things that would show this is the assumptions individuals make and their family influences.
are also possible because the human brain is so complex. Our brain makes us who
By comparing ourselves with other people we categorize and label those who are similar to us as the in-group and people who differ from our-self are categorized as the out-group (Duff & Peace, 2012). We act in ways to favor our in-group rather than out group, this is called in-group favoritism. In-groups and out-groups are evident in many social environments, for example, children form groups with those who like playing similar games to them. In a study that explains in-group favoritism, an experiment was conducted by allocating individuals into groups based on the result of a coin flip (Billing & Tajfel, 1973). After having been told their group members, the participants then had to allocate points to members of their own group (‘in-group’) and to the members of the other group (‘out-group’). These members of the in-group ...
Prejudice, discrimination, and stereotyping are important topics at the cause of debating within social psychology. A stereotype is a generalization about a group of people, in which certain traits cling to all members, regardless of actual individual variation (Akert, Aronson, & Wilson, 2010). As humans, people assign objects and individuals into categories to organize the environment. Individuals do this for not only organization, but also survival. Is stereotyping inevitable? That is the question; according to Devine (2007), it is, but Lepore and Brown (2007) have to disagree. Devine believes that “stereotyping is automatic, which makes it inevitable.” On the other hand, Lepore and Brown are not convinced that stereotyping is automatic, and have claimed, after observation, that it depends on the individual.
“All the world’s a stage, and all the men and women merely players: They have their exits and their entrances; And one man in his time plays many parts” (Shakespeare, 1963).
All behavioral scientists agree that human beings act in response to stimuli which appeal to their internal needs and drives. Obviously, it is important to understand just what kinds of stimuli are effective. While the behavioral scientists agree the needs are multiple and that they are unequal in importance, they do not agree on the order of priorities or on the relative importance of potential stimuli.
The beginnings of human interactions are definitely based on first impressions. Although there is an exception, people generally interact with other people they believe or perceive to hold the same values or goals as their own. This grouping is facilitated by the first impression each individual exhibits. The continuity of the relationships formed from that interaction is then based on whether the first impressions were actually true (then the relationship continues) or there was some form of deception which leads to unsustainability of that first impression (then the relationship discontinues) (Human et al., 2013). The context in which the interaction occurs also contributes to the impression perceived. When I was in high school, I recall the way I made my first friends at boarding school, I observed who was in my class first and then if they were serious with their studies and then their background. In those days those who came from disadvantaged backgrounds always were more serious with their studies than those who came from more affluent families; and thus my circle of friends wa...