3 essayapplication questions 1 Discuss Pygmalion Effect Disc

3 essay/application questions:

1. Discuss Pygmalion Effect. Discuss A and B fully and separately: A. What is the Pygmalion Effect as it relates to leadership and management? B. Why is the Pygmalion Effect important when implementing a Strategic Quality Management initiative or any change initiative?

2. As CEO of an organization, you are going to implement a Strategic Quality Management initiative. Fully answer the following, and label your answers A, B, C:

A. What will you do first?

B. How will you utilize each of the 5P\'s and their respective components?

C. What other important thing will you do and ensure is done?

3. Discuss (a) the phases of a team life cycle; (b) why teams lose momentum; (c) how to increase a team’s potential to survive, be productive, and flourish in the long term; (d) how and why the team life cycle is relevant to the use of the 5P’s Strategic Leadership Model; and (e) the advantages and disadvantages of teams.

Solution

Answr 1.:

The idea that most people will adapt their behavior to meet an expectation is known as the Pygmalion Effect. A more common term used to describe this phenomenon is called the self-fulfilling prophecy.

Both terms are used to describe how a person will consciously or unconsciously learn of an expectation and act in a way that is consistent with that expectation. However, it does not make the expectations come full circle when you just have an expectation and then it happens. Instead, the expectation has to be the cause or reason why something occurs. For example, let\'s say you walked outside this morning and thought that it was going to rain, and later it did. This would not be a result of the Pygmalion Effect or a self-fulfilling prophecy because it would have rained even if you had not predicted it.

So, while your expectation of rain did come true, it did not come true because you expected it to. Again, the expectation itself has to cause some change in behavior to make the expectation come true.

There are four main principles to the Pygmalion Effect:

Below are the steps which can be taken with the help of Pygmalion effect while implementing a strategic quality management or any change initiative:

Remove negative expectations of performance: As leaders we need to remove any cultural, personal, gender, age or other stereotypes we and our peers might hold. It is imperative that we start with the premise that people can do almost anything with the right leadership and support.

Wipe the slate clean: If there has been a history of underperformance in individuals, it is important to consign discussion about those performances to the dustbin of history. Give everyone the chance to make a change to find their purpose and understand their responsibilities and what is expected of them in terms of performance.

Set high expectations: Don’t aim low or set small incremental gains in performance. When people are given incremental performance improvement targets, there is a high risk that their thinking will fit the norms of ‘work harder’, when what is definitely needed is ‘work smarter’. When people are given seemingly difficult goals, it forces them to think differently, especially if we help them with that different thinking.

Set the right expectations: Setting expectations of people can have a negative effect if we set the wrong ones, so some careful analysis and thinking is required before we set off on our journey of getting people to achieve things they thought were not possible. The law of unintended consequences applies to everyone setting performance indicators and goals.