The Self-Fulfilling Prophecy in Organizational Behavior (Research Paper Sample)

The self- fulfilling prophecy in organizational behavior
Organizational behavior often depends on various factors in order for the same to influence the kind of objectives achievable by the organization. It is therefore given that any organizational behavior will be shaped by different elements as they relate to behaviors of employees and well as those related to the organization. Through this process, behavior within an organization is aimed at understanding how to lead or manage with the basic purpose of improving on both individual and organizational achievements. Within the concepts being implemented in organizations, the self fulfilling prophesy has gained ground in theory and the effects and achievements thereof, are being viewed as a form of behavior that can change organizational objectives. The self-fulfilling prophecy expression as well as its formalization and structure are frequently credited to  HYPERLINK "http://en.wikipedia.org/wiki/Robert_K._Merton" \o "Robert K. Merton" Robert K. Merton. Self fulfilling prophecy is behavior, “...which in the beginning is a false definition of the situation which will evoke a new behavior making the original false conception come true...” (Merton, 1948).
The self-fulfilling prophecy can be used as a motivating factor towards achieving organizational goals. This will occur when the behavior is used to generate more positives than negative expectations from employees as individuals who interact with each other and in turn affect the whole organizations achievements. Although self-fulfilling prophecy can give employees positive expectation to improve their performance in the company, the same still have harmful effects for the employee. This paper takes into consideration the occurrence, mechanism, application, merits and demerits of the self fulfilling prophecy if and when implemented in an organization.
The self fulfilling prophecy employs the use of expectation that an individual will have as concerns his / her own or another person’s circumstances and reflects the same regardless of the actual situation. The ensuing result will be as highly dependent and may change because of the expected outcome. For example, a recent graduate attending an interview may approach the situation with the self belief that they would best represent their skills as quick learners and proficient at the skills they acquire on job. This candidate is likely to influence the panel towards being employed vis-avis a candidate who reflects that they would require for personal attention for them to be successful during the probation period.
It should be noted that for the behavior to be effective in an organizational setting, the Pygmalion effect should be an expected occurrence from the implementation. The Pygmalion effect embraces the scenario where enhanced performance and high expectation from superiors enhances the performance of subordinates (Eden, 1992). This therefore means that the effect lines itself with self-expecting prophecy as it allows seniors to aim for better performance and the same from their subordinates. Research work shows that the Pygmalion effect has only been experimented in limited capacity and the classroom setting is one such setting it has been effective. Although this effect has been experimented in classroom settings, the same is expected to be successful in organizational settings The components of the Pygmalion effect involve interpersonal expectancy, communication and motivation as a means of increasing productivity (Lani, 2013).
Interpersonal expectancy is generally what an individual wants for themselves and this in consideration to the organizational setting defines personal objectives for employees. When employees especially senior employees hold themselves high in their interpersonal expectancy, they will be in a position not only influence a positive achievement for what they ought to achieve but for the entire organization. This is especially true when they communicate the same as well as motivate their subordinates to do the same. We can therefore say that it is almost a complete phase when the Pygmalion effect is considered. Such that senior employee have positive interpersonal expectancy which they in return communicate to and motivate their subordinates to carry the same expectancy as well.
Such a scenario as explained above would involve that superiors become self expecting individuals first before reflecting the expected result on their subordinates. Much of the self expectation would heavily rely on the “fake it until you make it” mentality as a form of achieving the self fulfilling prophecy (Kaufman, 2012). The individual’s attitude and self beliefs will reflect on how others will respond to him / her. This shows that there is a trickling down or a form of atmosphere that is shared with those that we are around as well as their reaction to what we portray as true. As such, the outcome will be altered to conform to what we will be portraying.
The mechanism of self fulfilling behavior towards achieving the expected results by means of impacting expectations of others starts with the superiors personal beliefs as discussed above. The superior will essentially start by “faking it till they make it”. In this way the superior will be portraying his own actions to others in a manner that will reflect an achievement that is non-existent. This will form the false beginning of any expected results and the first mechanism for the self fulfilling behavior. The superior will then develop an expectation about a subordinate. He will then communicate such expectations, while reflecting a false premise, to the employee in a positive manner. This will lead to such an employee receiving more emotional support and reinforcement of self belief hence increasing the employees’ motivation.
In such an environment where all employees are faced with such an attitude that reinforces self belief towards achievement of set objectives, it is expected that the placebo effect will take place. In so doing the second mechanism of the self fulfilling mechanism will take place. The Placebo effect as explained by Isaksen (2012), we note that it is beliefs that enhance the outcome of a situation. The placebo effect shows that it is not the actual medication but the belief that everyone gets the actual medication without the issue of placebos being handed out being discovered by the participants. For this to be effective, apart from the initiator, all other parties resonate the false truth that is being observed to a level that it becomes the truth (Brynie, 2012).
Within this argument it is therefore expected that our behaviors and expectations will become one (Lani, 2013). If the environment being reinforced by the superiors is refected to each individual employee, it will be expected that the same employees will expect more from each other. In so doing, the false truth should resonate within the whole company from the interactions between the employees turning the false truth into a reality. It therefore has the end result of having every employ not only expecting great performance on their part but also from every other employee. This in return ensures that the entire organization, having started from the superior down to the employees, will be working with the same mind set to achieve personal and common goals. The diagram below summarizes the above mechanism from inception to fulfillment.
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(Kaufman, 2012)
Based on the above, it should be probable that there will be an increase in the confidence levels within the workforce that will aid in the realization of both individual as well as other peoples potential ability. If an employee achieves an employer’s expectations, the employee will increase their own confidence in their approach towards handling future tasks with confidence (Kaufman, 2012). Also, as covered within the Pygmalion effect, an employee will have high expectations as regards his fellow employees and will support and motivate them towards achieving their own potential. Our expectations, of ourselves and others will at the end improve the overall perm once. Henry Ford said, “Whether you think you can or think you can’t, you’re right.” As a man thinketh so is he. This reflects that any belief held by one as true will become the truth (Lani, 2013). Therefore, it is essential that the expectancy of employees remain high and constantly motivated for the entire organization to operate on positive self fulfilling prophecy.
During the application of the self fulfilling prophecy, one should be careful to develop each false truth into a specific, measurable, attainable and timely expectation (Brynie, 2012). In so doing the implementer should always work on expectations that are positive in nature and achievable in every sense. If this is not observed, the danger of negative reinforcement may occur. This is to say that there is need for positive reinforcement than negative for the entire concept of self fulfilling prophecy to apply effectively. Expectancy need to be specific in that it is precise to the point, can measured to see its achievability. In addition to that, it should be something employees can achieve and within a specified time frame.
A good example to explain the above is, if an expectation cannot be achieved and is not measurable, an employee may end up with low self confidence stemming from the fact that as much as he tried he did not achieve the expected result. This can be as a result of either the expectancy falling short of being specific, measurable or attainable. This will in effect put the employee under high pressure as well as demoralizing them thus affecting their confidence. When ...