The Importance and Uses of Impression Management Techniques - Essay Example

The Importance and Uses of Impression Management Techniques Impression management is defined as “managing behaviour so that others will have positiveimpressions” (O’Hair et al., 1995, p. 223). One of the most important points about impression management is that it is based on perception. It is perception that determines how individuals are viewed by others, with this not necessarily linked to how the person actually is. For example, consider a person that is highly intelligent. The person may accept their intelligence and not behave in ways that show others their ability. Another person may be less intelligent, but may focus on acting in ways that suggest that they are intelligent. Even though the second person is not as intelligent as the first, they will often be perceived as more intelligent because they have created this impression. This example shows that the qualities assigned to an individual are based on how they are perceived, which in turn is based on how they behave. This means that individuals can alter how they are perceived by focusing on how they behave. It is the use of these techniques that is known as impression management and it is an important technique for employees and employers. There are two general ways that perceptions can be altered. The first is via self-enhancement, which refers to making an effort to increase one’s appeal to others. The second is via other-enhancement, which refers to making an effort to make someone else feel good (Wayne and Liden, 1995). Buchanan and Huczynski (2004) also describe specific impression management techniques including self-promotion, supplication, accounting, and ingratiation. Supplication refers to asking others for help, which is a way of making other people feel good. Ingratiation has the same effect and involves praising someone else. Self-promotion is a method of self-enhancement where an individual describes themselves or behaves in a positive way. Accounting has the same effect and involves a person either stating their role in a success or accounting for the lack of success by saying that they were not the reason for the failure. All of these methods can be used in certain circumstances to create positive impressions. For employees, there are reasonably obvious advantages to using impression management techniques. It is human nature for people to prefer to work with people that they like. This means that an individual can gain advantages in the workplace by being liked by their peers, their supervisor, and by staff and managers in other departments. They can be selected for more tasks, given more responsibilities, and included in more projects and teams. This allows them to gain more experience, more contacts, and more skills. In turn, this helps an individual succeed in the workplace. The fact that they are liked also often gives an individual more influence over others. This can also help the individual to be more successful in the workplace. Another important factor is that an employee who is perceived positively is also often viewed as more productive and capable. This occurs even if there are other employees who work harder and more efficiently. One study conducted found that employees using impression management techniques had more favourable performance evaluations and received more rewards (Tsui et al., 1995). This shows how employees can use impression management techniques to skew reality and cause themselves to be perceived as better than they really are. In turn, this leads to increased benefits and success in the workplace. For employers, one of the major reasons that impression management techniques are important is in their ability to help managers lead effectively. Buchanan and Huczynski (2004) describe leadership functions as including creating a vision for the future, communicating the vision, and motivating and inspiring people to overcome obstacles so that the vision can be achieved. Impression management is an important technique that a leader can use to complete these functions. One of the important points is that a leader has to convince people to believe in something that cannot be seen. This is what a vision of the future is, since it is a version of the future that does not yet exist but that the leader needs to inspire people to work towards. To achieve this, the leader needs to have the confidence of employees. This can be achieved by creating an impression of assurance. Even if the leader is not convinced that the goal can be reached, the leader still needs to create the impression that the goal can be achieved. If this is done effectively, employees become positive, enthusiastic, and motivated. Harvey (2001) describes how Steve Jobs, the CEO of Apple Computer, uses impression management techniques to motivate and persuade employees. He creates an impression of confidence and excitement about the future that works to push employees to achieve more. Harvey (2001) notes that Jobs does not always know if a problem can be solved but always acts as if it can be. This inspires staff to look for new solutions, instead of giving into a problem. It is this positive influence that allows Jobs to lead the company in a way that means it is always moving forward. This shows how impression management teams can be an important leadership tool. Impression management techniques are also important to employers in regards to motivation. Daft (1997, p. 526) says that a key part of a manager’s job is to “channel motivation toward the accomplishment of organisational goals.” The concept of motivation refers to the creation of enthusiasm or desire to achieve something. This means that motivating employees to complete certain tasks is not the same as forcing them to. In turn, this means that managers need to influence employees to want to do things. Wayne and Liden (1995) describe impression management techniques as being important tools that people can use to get others to like them, which in turn makes people more likely to agree with what is wanted. A manager that uses impression management techniques is able to influence staff to accept what they want, rather than force staff to obey them. In this case, impression management techniques may not refer to getting people to like you. Instead, it may be more important for the manager to get people to respect them. A manager may also want to create other positive impressions, such as a sense that they are fair, reasonable, or knowledgeable. Overall, these favourable impressions can allow a manage to motivate and manage staff effectively. Another important area where impression management techniques are important is in the hiring process. In the hiring process, it is typical for potential employees to utilize impression management techniques to create a positive impression that matches with what they consider that the organization is looking for. This can create a problem if the employer hires on the basis of how the individual is perceived, if the perceptions do not reflect reality. This commonly occurs with employers hiring on the basis of judgements such as “she seems honest and reliable” or “he seems like he will be good to work with.” These judgements are based on first impressions, which have been influenced by the individual’s use of impression management techniques. The problem is that the first impressions may not equal reality. After being employed, it might be found that the individual is not reliable and honest. These problems can be avoided if employers are aware of impression management techniques being used and how they are influencing judgement. With this awareness, employers can look beyond their own perceptions, question their judgements, and gain a more accurate view of the individual. In the end, this can prevent hiring mistakes and help ensure that the individual hired is what the organization is looking for. This consideration of impression management techniques has shown how important they are and how effective they can be. It has been seen that both employees and employers can make good use of impression management techniques to create certain favourable impressions. For employees and managers, this can lead to significant benefits and increased workplace success. At the same time, it has also been seen that impression management techniques can be used to create perceptions that do not reflect reality. This makes it important that employers understand how they are being influenced by the use of the techniques. References Buchanan, D. and Huczynski, A. (2004). Organizational behavior. Prentice Hall: London. Daft, R.L. (1997). Management. Fort Worth, TX: The Dryden Press. Harvey, A. (2001). A dramaturgical analysis of charismatic leader discourse. Journal of Organizational Change Management, 14(3), p. 253-265. O’Hair, D., Friedrich, G.W., Wiemann, J.M., and Wiemann, M.O. (1995). Competent communication. New York: St. Martin’s Press. Tsui, A.S., Ashforf, S.J., St. Clair, L., and Xin, K.R. (1995). Dealing with discrepant expectations: Response strategies and managerial effectiveness. Academy of Management Journal, 38, p. 151–154. Wayne, S.J., and Liden, R.C. (1995). Effects of impression management on performance ratings: A longitudinal study.  Academy of Management Journal, 38, p. 232–260. Read More