Final Draft

           There is a figure, noted in Greek Mythology, whose name is Pygmalion reowned for his earnest desire for ideal image of woman. According to Greek Mythology, Pygmalion sculpted a statue of woman and fell in love with what he had made himself. Due to his earnest love, a statue eventually became a real woman, and Pygmaion finally succeeded to marry her. Surprsingly, there exists an effect theory related to the story of Pygmalion, so-called a Pygmalion Effect. Pygmalion Effect states that one's prospective expectation can affect a positive result as the way he or she has desired. In response of people to rising attention to efficiency of the effect, many buisinesses have started to adopt Pygmalion Effect in their workplaces. Yet, people are still skeptical if the effect is really positive or it might reduce the productivity in the workplace. However, I insist that companies should enforce the policy adopting Pygmalion effect for three reasons : work efficiency, positive outcomes with career development.
           First, what the manager expects from his subordinates and how he treats them decide their outcomes and career development. Depending on the manager's amicable attitude toward his or her subordinates, the responsibility of work force for the task and the concentrativeness on thier work can be reinforced, thereby remarkably increasing work efficiency. According to the work of Rosenthal and Jacobsen (1968), it shows boss expectations influence subordinates performance. Positive expectations influence performance positively, and negative expectations influence performance negatively. Rosenthal and Jacobson originally described the phenomenon as the Pygmalion Effect. “When we expect certain behaviors of others, we are likely to act in ways that make the expected behavior more likely to occur.” (Rosenthal and Babad, 1985) In terms of managing, faculty who gripe about work forces establish a climate of failure, but faculty who value their abilities create a climate of success. This study shows how Pygmalion Effect can exert influence on the work efficiency in workplace.
               Second, at the point of one's lifetime, this kind of motivation effect also has another leverage on the progress in career development.  Pygmalion effect empowers the employees and helps them recognize their potential in response to their supervisor's expectations and the knowledge they have the capability to succeed. This kind of cognitive process is linked to development


                                 


of their own career, so that it eventually contribute to deciding  their developing tasks in right time and place. According to the research of Connie Vance(2009), Pygmalion effect can have an positive effect on one's own perceptual abilities in own possibility and potential power, thereby planning their own career development. Considering that subordinates who have identified their own career decision can work efficiently in the workplaces, this result can get recognition of its own significance.
            In conclusion, it has been identified that Pygmalion effect can contribute to increasing profits of the companies. Therefore I claim that Pygmalion effect policy should be adopted in the workplaces due to its advantages.  

Peer Review

20221 junghosoo

Grade
According to the rubric above, what grade would you give this essay? Why?
This essay deserves a two point five. Good idea

How does this essay need to improve to get a better grade?
The research needs to improve, and be careful not to commit grammer error. Do your best.

Thesis
What is the thesis?
Advertisements aimed at children should be banned.

Is the thesis clear and debatable?
Good.

If you (The reviewer) wrote this essay, how would you have written the thesis?
I will write it more specifically, I mean the thesis.

Any other thoughts?
Just be careful to follow the format according to the teacher's recommendation. It will do. 

Classical Argument
Can you easily identify the 5 parts of the classical argument? If no, what parts are missing?


Does the introduction catch your attention? Does it comfortably lead to the thesis? 


Does the narration give all the necessary background information to understand the topic?


Does the confirmation adequately support the thesis

Does the refutation and concession address a realistic counterpoint? Does it adequately dispute the counterpoint, or respond in a reasonable manner?


Does the conclusion summarize the article and address the larger significance of the thesis? 


What suggestions do you have for improving the classical argument structure?

Persuasion
When you started reading the essay, did you agree or disagree with the thesis? 


When you finished the essay, did you agree or disagree withe thesis?


If your mind changed, why? What parts of the essay were persuasive?


How could the author enhance the persuasive parts of their essay?


Research
Is the author using research effectively? 


Is the research from appropriate sources?


Are the sources obvious?


Are the pieces of evidence relevant to the thesis or essay?


Are there any parts of the essay that need evidence to support the claims?
 

Just Researching kkkk haahhhhuha




JThe Pygmalion effect is a psychological principle that has relevance to effectively managing people. In this lesson, you will learn what the Pygmalion effect is, some key concepts behind it and review an examples that relates this concept to the workplace. A short quiz follows the lesson.

We also recommend watching The Pygmalion Effect: Influencing Employee Behavior and Groupthink: Definition & Examples

Definition

The Pygmalion effect is a type of self-fulfilling prophecy where if you think something will happen, you may unconsciously make it happen through your actions or inaction. It occurs in the workplace when a manager raises his or her expectations for the performance of workers and this actually results in an increase in worker performance.

Key Concepts

Research has clearly established that employees have a greater level of success when their managers expect more of them. If you believe your employees are high producers and treat them as high producers, they tend to become high producers.
This is because your belief in your employees tends to boost their self-efficacy. Self-efficacy is a person's belief in his or her ability to perform the actions necessary for success.
The Pygmalion-at-work model suggests that having high expectations of your employees makes you behave towards them in a way that enhances their self-efficacy, which will motivate them to expend more effort, resulting in increased performance.
Managers must keep in mind that self-fulfilling prophecies can cut both ways. If you have low expectations for your employees, you may be inadvertently hurting their performance by negatively impacting their self-efficacy. This is known as the Golem effect.

The “Pygmalion effect,” also sometimes known as the “Rosenthal effect” for the psychologist credited with discovering it, is a theory teaching that people will act or behave in the way that others expect them to. It is very similar to the concept of a self-fulfilling prophecy. The effect has both positive and negative outcomes — a person expected by his or her superiors to succeed will, but the opposite is also usually true. Most of the time, these expectations are not openly discussed. They are communicated passively through things like word choice or body language. The effect is most commonly discussed in terms of education and the workplace, but can also take hold in individuals.

Origins in Mythology and Literature

The effect and subsequent psychological teaching has its origins in Greek mythology. According to popular myth, Pygmalion was a prince of Cyprus and a sculptor who created and fell in love with an ivory statue of his ideal woman. He pleaded with the goddess Venus to give life to his creation, and she obliged. Pygmalion married the resulting woman and they had a perfect life together. He had expected the statue to be perfect in every way, and she fulfilled his expectations when she was brought to life.

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English playwright George Bernard Shaw expanded on this idea in his popular play Pygmalion, which served as the inspiration for the perhaps better known My Fair Lady. In these dramas, a genteel professor transforms a low-class, Cockney woman into a lady fit for society primarily by believing in her and expecting the best of her.

In Education

Many studies have been conducted on the Pygmalion effect in the classroom. Teachers who are given information that certain students are more likely to excel and achieve than other members of the class often find that those students do, in fact, perform better — even if they are not objectively advantaged. Even teachers who try not to convey their beliefs or expectations for certain students often find that those expectations, whatever they are, have influential power.

Many psychologists think that teachers do actually convey their expectations to their students, even if neither they nor the children ever actually realize it. Body language is just as important as verbal communication when conveying both positive and negative expectations, as is tone of voice. The use of body language is most commonly a subconscious form of communication, but it can prove to be very powerful. The response and interpretation of non-verbal signals is also often subconscious but tends to be long-lasting, especially when referring to one person's expectations of another.

In Business

The Pygmalion effect also has an important role in the working world. Managers, bosses, and corporate superiors can often influence the work and success of employees by expecting them to either rise or fall. The same as in school, these expectations never have to be conveyed explicitly in order to take root.

Self-Perception

The idea of self-fulfilling prophecy when it comes to self-perception is also an important part of the concept. A person who believes he is worthless or has other negative perceptions about his abilities and qualities will usually fulfill his expectations. He will never achieve his true potential but will confine himself within his own self-imposed limitations. People who tend to have a positive self-image and believe they are capable of achieving anything they set out to achieve are usually more likely to do so.

Strategic Use

Psychologists often teach individual patients, teachers, and business leaders to strategically use the Pygmalion effect to encourage success and positive thinking. By forcing oneself to set high expectations for others, the theory goes, one can actually help drive achievement and success that might not have been achieved all on its own. This sort of strategy is related to concepts like positive thinking and positive visualization, but goes a step farther in that it is usually meant to actually manifest in relationships and interactions with others.

The Pygmalion Effect

The work of Rosenthal and Jacobsen (1968), among others, shows that teacher expectations influence student performance. Positive expectations influence performance positively, and negative expectations influence performance negatively. Rosenthal and Jacobson originally described the phenomenon as the Pygmalion Effect.
“When we expect certain behaviors of others, we are likely to act in ways that make the expected behavior more likely to occur.” (Rosenthal and Babad, 1985)
In terms of teaching, faculty who gripe about students establish a climate of failure, but faculty who value their students’ abilities create a climate of success. What kind of learning climate are you creating through your expectations?

Pygmalion in Tradition

Pygmalion in Ovid’s Metamorphoses (Book X) was a sculptor who fell in love with an ivory statue of his own making. Enamored by the beauty of his own making, Pygmalion begs the gods to give him a wife in the likeness of the statue. The gods grant the request, and the statue comes to life. George Bernard Shaw adopted Pygmalion for the title of his play about Professor Henry Higgins whose sense of self-efficacy is grandiose: “You see this creature with her curbstone English . . . in three months I could pass that girl off as a duchess at an ambassador’s garden party.”

Pygmalion Research in the Classroom

The original research of Rosenthal and Jacobsen focused on an experiment at an elementary school where students took intelligence pre-tests. Rosenthal and Jacobsen then informed the teachers of the names of twenty percent of the students in the school who were showing “unusual potential for intellectual growth” and would bloom academically within the year. Unknown to the teachers, these students were selected randomly with no relation to the initial test. When Rosenthal and Jacobson tested the students eight months later, they discovered that the randomly selected students who teachers thought would bloom scored significantly higher. Rosenthal insists that the Pygmalion effect also applies to higher education: There've been experiments looking at college algebra classes at the Air Force Academy, a study of undergraduates in engineering; there've been lots of studies at the college level since the book came out confirming the findings . . . In fact, the original research conducted when I was at the University of North Dakota was all done with graduate students and under-graduates (Rhem, 1999). Why does the Pygmalion effect occur? “If you think your students can’t achieve very much, are not too bright, you may be inclined to teach simple stuff, do lots of drills, read from your notes, give simple assignments calling for simplistic answers” (Rhem, 1999).

Pygmalion on the Department Level

Susan McLeod argues that the Pygmalion effect can infiltrate departments. She describes the potential impact on a composition writing program where the faculty have developed a culture of low expectations, “Departments and institutions develop their own cultures; the prevailing attitudes of teachers toward students tend to become organizational norms. If most teachers in the department have a low sense of efficacy and tacitly agree that certain groups of students (sometimes even all students) can’t learn to write, then newcomers are pressured to accept the same low sense of efficacy and accompanying low expectations” (McLeod, 1995).

Practical tips:

1. Never forecast failure in the classroom. If you know a test is particularly difficult, tell your students that the test is difficult but that you are sure that they will do well if they work hard to prepare.
2. Do not participate in gripe sessions about students. Faculty members who gripe about students are establishing a culture of failure for their students, their department and their own teaching.
3. Establish high expectations. Students achieve more when faculty have higher expectations. When you give students a difficult assignment, tell them, “I know you can do this.” If you genuinely believe that your students cannot perform the assignment, postpone the assignment and re-teach the material.

Sources:

• McLeod, Susan. “Pygmalion or Golem? Teacher Affect and Efficacy.” College Composition and Communication 46 (3): 369-386.
• Rhem, James. “Pygmalion in the classroom” NTLF 8 (2): 1-4.
• Rosenthal, R, and L. Jacobsen. Pygmalion in the classroom: teacher expectation and pupils’ intellectual development. New York: Holt, Rinehart and Winston, 1968.
• Rosenthal, R., and E. Y. Babad. 1985. Pygmalion in the gymnasium. Educational Leadership 43 (1): 36–39.

Teaching ResourcesCTE Teaching and Learning Tips

 

First Draft


           There is a figure, noted in Greek Mythology, whose name is Pygmalion reowned for his earnest desire for ideal image of woman. According to Greek Mythology, Pygmalion sculpted a statue of woman and fell in love with what he had made himself. Due to his earnest love, a statue eventually became a real woman, and Pygmaion finally succeeded to marry her. Surprsingly, there exists an effect theory related to the story of Pygmalion, so-called a Pygmalion Effect. Pygmalion Effect states that one's prospective expectation can affect a positive result as the way he or she has desired. In response of people to rising attention to efficiency of the effect, many buisinesses have started to adopt Pygmalion Effect in their workplaces. Yet, people are still skeptical if the effect is really positive or it might reduce the productivity in the workplace. However, I insist that companies should enforce the policy adopting Pygmalion effect for three reasons : positive outcomes with career development, work efficiency, and increase in productivity.
           First, What the manager expects from his subordinates and how he treats them decide their outcomes and career development. Depending on the manager's amicable attitude toward his or her subordinates, the responsibility of work force for the task and the concentrativeness on thier work can be reinforced, thereby remarkably increasing work efficiency. According to the work of Rosenthal and Jacobsen (1968), it shows that teacher(boss) expectations influence student(subordinates) performance. Positive expectations influence performance positively, and negative expectations influence performance negatively. Rosenthal and Jacobson originally described the phenomenon as the Pygmalion Effect. “When we expect certain behaviors of others, we are likely to act in ways that make the expected behavior more likely to occur.” (Rosenthal and Babad, 1985) In terms of teaching and managing, faculty who gripe about students or work forces establish a climate of failure, but faculty who value their abilities create a climate of success. This study shows how Pygmalion Effect can exert influence on the work efficiency in workplace. Moreover, at the point of one's lifetime, this kind of motivation effect also has another leverage on the progress in career development.  

2. Work Efficiency - One trait of a good manager is that he has a high expectation from his subordinates, and they fulfill it.

3. Productivity - Inefficient manager cannot do these kinds of expectation. Thus, the productivity of subordinates does not rise any more.

Week 7 - Narration

The Background Of  The Topic

 

1. Pygmalion mythology

In Ovid's narrative, Pygmalion was a Cypriot sculptor who carved a woman out of ivory and named her Galatea. According to Ovid, after seeing the Propoetides prostituting themselves (more accurately, they were reduced to prostitution by Aphrodite after they denied Aphrodite's divinity), he was "not interested in women",^[3] but his statue was so fair and realistic that he fell in love with it.
In time, Aphrodite's festival day came, and Pygmalion made offerings at the altar of Aphrodite. There—too scared to admit his desire—he quietly wished for a bride who would be "the living likeness of my ivory girl". When he returned home, he kissed his ivory statue, and found that its lips felt warm. He kissed it again, touched its breasts with his hand, and found that the ivory had lost its hardness. Aphrodite had granted Pygmalion's wish.
Pygmalion married the ivory sculpture changed to a woman under Aphrodite's blessing. In Ovid's narrative, they had a son, Paphos, from whom the city's name is derived. One translation reads as follows:

A lovely boy was born;
Paphos his name, who grown to manhood, wall'd
The city Paphos, from the founder call'd.^[4]

In some versions, they also had a daughter, Metharme.^[5]
Ovid's mention of Paphos suggests that he was drawing on a more circumstantial account^[6] than the source for a passing mention of Pygmalion in Pseudo-Apollodorus' Bibliotheke, a Hellenic mythography of the 2nd-century AD.^[7] Perhaps he drew on the lost narrative by Philostephanus that was paraphrased by Clement of Alexandria.^[8] Pygmalion is the Greek version of the Phoenician royal name Pumayyaton, and figures in legend of Paphos in Cyprus.

2. Pygmalion Effect

The Pygmalion effect, or Rosenthal effect, is the phenomenon whereby the greater the expectation placed upon people, the better they perform.^[1] The effect is named after the Greek myth of Pygmalion, a sculptor who fell in love with a statue he had carved.
A corollary of the Pygmalion effect is the golem effect, in which low expectations lead to a decrease in performance;^[1] both effects are forms of self-fulfilling prophecy. By the Pygmalion effect, people internalize their positive labels, and those with positive labels succeed accordingly. The idea behind the Pygmalion effect is that increasing the leader's expectation of the follower's performance will result in better follower performance. Within sociology, the effect is often cited with regard to education and social class.
Studies of the Pygmalion effect have been difficult to conduct. Results show a positive correlation between leader expectation and follower performance, but it is argued that the studies are done in an unnatural, manipulated setting. Scientist argue that the perceptions a leader has of a follower cause the Pygmalion effect. The leader's expectations are influenced by their perception of the situation or the followers themselves. Perception and expectation may possibly be found in a similar part in the brain.^[2]

Leader expectations of the employee may alter leader behavior. This behavior that is expressed toward an employee can affect the behaviors of the employee in favor of the leader's expectations.^[11] The more an employee is engaged in learning activities, the higher the expectation is from the leader. In turn, the employee participates in more learning behavior. Leaders will show more leader behaviors such as leader-member exchange (trust, respect, obligation, etc.), setting specific goals, and allowing for more learning opportunities for employees, and giving employees feedback. These factors were brought about by Rosenthal's model of the Pygmalion effect.^[11]

Week 6 - Intro (with keeping researching)

Buisiness should adopt Pygmalion Effect in the workplace.


        There is a figure, noted in Greek Mythology, whose name is Pygmalion reowned for his earnest desire for ideal image of woman. According to Greek Mythology, Pygmalion sculpted a statue of woman and fell in love with it himself. Due to his earnest love, a statue eventually became a real woman, and Pygmaion finally succeeded to marry her. Surprsingly, there exists an effect theory related to the story of Pygmalion, so-called a Pygmalion Effect. Pygmalion Effect states that one's prospective expectation can affect a positive result as the way he or she has desired. In response of people to rising attention to efficiency of the effect, many buisinesses has started to adopt Pygmalion Effect in their workplaces. Yet, people are still skeptical if the effect is really positive or it might reduce the productivity in the workplace. However, I insist that companies should enforce the policy, which adopts Pygmalion effect, in order to increase work efficiency. 

Week 3 - Outline

Resolution : Buisness should adopt Pymalion Effect policy in the workplace.

Intro

1. Information about Pygmalion in Greek mythology.
2. Definition of pygmalion effect.
3. Necessity of adoption of Pygmalion Effet in buisiness.

Body

1. Outcome & Career Development - What the manager expects from his subordinates and how he treats them decide their outcomes and career development.

2.  Work Efficiency - One trait of a good manager is that he has a high expectation from his subordinates, and they fulfill it.

3. Productivity - Inefficient manager cannot do these kinds of expectation. Thus, the productivity of subordinates does not rise any more.

Conclusion

Emphasizing on need of adoption of Pygmalion Effect in buisiness.

Business should adopt Pygmalion effect in the workplace.

1. Managers' expectations of subordinates can have a powerful effect on productivity in the workplace. Raising managers' expectations of subordinates boosts productivity; this is the Pygmalion effect. 
   In this thorough and practical work, acclaimed organizational psychologist Dov Eden analyzes productivity as the result of self-fulfilling prophecies [SFPs] at work and lays the foundation for unleashing dormant energy in the workplace by harnessing the Pygmalion effect and other SFP processes. In this seminal work, the author provides managers, consultants, and others with a complete understanding of why the Pygmalion paradigm may be the most effective and cost-saving approach to increasing motivation in work organizations; and why it is, in fact, the only approach that adopts an activist stance toward expectancy. 
   Rich in fascinating, real-life examples of the SFP process at work, the book offers a wealth of useful suggestions for management application and details a broad range of practical tactics for improving productivity through expectancy management. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

 “숙녀와 꽃 파는 처녀의 차이점은 어떻게 행동하는가에 있는 것이 아니라 어떻게 취급되었는가에 있어요. 전 히긴즈 교수님에게는 언제나 꽃 파는 처녀로 남아 있을 거예요. 왜냐하면 그분은 항상 저를 꽃 파는 처녀로 대해왔고, 또 앞으로도 그럴 거니까요. 하지만 당신에게는 제가 숙녀가 될 수 있어요. 왜냐하면 당신은 항상 저를 숙녀로 대해 오셨고 또 앞으로도 그러실 테니까요.”

 항상 부하직원들이 우수한 성과를 낼 수 있도록 대해주는 매니저들도 있지만 대부분의 매니저들은 히긴즈 교수처럼 부하직원들을 무심코 대함으로써 능력을 발휘하지 못하고 낮은 성과를 내게 한다. 그리고 이 연구와 다른 학문적 연구를 통해 다음과 같은 사실들이 드러났다.

 * 매니저가 부하직원들로부터 기대하는 것과 그들을 대하는 방식이 그들의 성과와 경력개발방향을 결정한다.
What the manager expects from his subordinates and how he treats them decide their outcomes and career development.

 * 뛰어난 매니저의 특징은 부하직원들로부터 높은 성과를 기대하고, 직원들이 그 기대를 충족시킨다는 것이다.
One trait of a good manager is that he has a high expectation from his subordinates, and they fulfill it.

 * 비효과적인 매니저는 그런 기대를 하지 못하며, 그 결과 부하직원들의 생산성이 올라가지 않는다.
Inefficient manager cannot do these kinds of expectation. Thus, the productivity of subordinates does not rise any more.
 * 부하직원들은 기대를 받고 있다고 생각하면, 종종 기대를 충족시키는 행동을 한다.
If the subordinates felt that they are under the positive expectation from their manager, they often succeed to fulfill it. 

 생산성에 미치는 영향

  1961년 메트로라이프 생명보험의 로커웨이 구역 영업소 책임자 알프레드 오버랜더가 실시한 조직실험에 대한 연구는 매니저의 기대가 생산성에 미치는 영향을 아주 잘 보여준다. 오버랜더는 6명의 우수 직원들은 성과가 가장 뛰어난 부매니저와 함께 일하게 하고, 평균적인 성과를 내는 같은 숫자의 직원들은 평균적인 성과를 내는 부매니저와 함께 일하게 하고, 낮은 성과를 내는 같은 숫자의 직원들은 성과가 낮은 부매니저와 함께 일하게 했다. 그리고 우수그룹에 전년도에 대리점에서 달성한 성과의 3분의 2를 생산해낼 것을 주문했다. 다음은 그 결과다.

  그들은 첫 12주 동안 우리의 기대를 훨씬 초과하는 성과를 냈다. 확실한 능력을 가지고 있는 사람들의 집단은 성과가 낮은 직원들에 의한 문제가 사라질 때 동기가 유발되어 일반적인 생산능력을 초과하는 성과를 낸다는 것을 보여주었다. 그들 덕분에 우리 대리점의 전체 성과는 40%가 향상되었고, 그러한 추세가 계속되었다.

 기대의 위력

  매니저가 부하직원들이 성과가 낮다고 생각하면, 그 기대를 숨기기란 사실상 불가능하다. 의식적으로 행동하지 않아도 그 메시지가 자기도 모르는 사이에 상대에게 전달되기 때문이다. 예를 들어, 무관심을 보이고 의사표현을 안 하는 것은 기대가 낮은 것으로 보여질 수 있으며, 낮은 성과로 이어질 것이다.

 처음 몇 년의 중요성

  매니저의 기대는 젊은이들에게 마법의 힘으로 작용한다. 자신의 포부와 상사의 기대는 점차 과거의 성과라고 하는 현실에 의해 통제를 받는다. 그들이 뛰어난 실적을 보여주지 않는 한, 그들과 매니저가 서로에 대해 높은 기대를 만들어내는 것은 더욱 더 어려워진다. 또 매니저가 젊은 직원이 효과적인 업무수행을 위해 필요한 기술을 개발하지 못하거나 개발하려 하지 않으면, 그 직원은 자신의 능력에 못 미치는 낮은 개인적 기준을 정할 것이고, 직무와 매니저와 자신의 경력에 대해 부정적 태도를 갖게 될 것이다. 만약 첫 번째 매니저가 직원들이 마음껏 능력을 발휘하도록 도와준다면, 그들은 직장에서 성공의 기초를 쌓을 수 있을 것이다. 

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