UNIT –II
Presented By
Senthil kumar.N
TODAYS discussion
 Review of last class
 Impression management
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IMPRESSION MANAGEMENT
 Impression management is the process
by which the
general people attempt to manage or control the
perception that others form about them.
 There is often tendency for people to try to present
themselves, so as to impress others in a socially desirable
way. Impression management serves as a pragmatic,
political tool for someone to climb the ladder of success in
organization
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 The Impression management
has been researched in
relation to aggression, attitude change, attribution and
social facilitation among other things.
 The Impression management , the important two
component as Impression motivation and impression
construction
 In employment situation, subordinates maybe motivated to
control how their boss perceive them
 The degree of this motivation to manage Impression will
depend on factors like the relevance that these Impressions
to make and how they create it
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 Impression construction, the other major process is
concerned with the specific type of impression people
want to make and how they create it
 Using this broader approach five factors have been
identified as being especially relevant to kinds of
impression. People try to construct: the self concept,
desired and undesired identity images, role constraints,
target values and current social image
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EMPLOYEE IMPRESSION
MANAGEMENT STRATAGIES
 There are two important basic strategies of impression
management can be used
 They are
1. promotion enhancing theory
2.demotion preventive strategy
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PROMOTION ENHANCING
THEORY
 If employees are trying to maximize responsibility for
positive outcome, then,
enhancement strategy
 1.entitlements
 2.Enhancement
 3.Obstacle disclosure
 4.Association
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employ
promotion
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Entitlement:
employees harbor a feeling that they have not been
given credit for a positive outcome.
Enhancement:
employees point of that they did more, but received
a lesser credit
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Obstacle disclosure:
employees identify either personal or organizational
obstacles they had to overcome to accomplish an outcome
and expect a higher credit
Association
employees ascertain that they are seen with the right
people at the right times
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DEMOTION PREVENTIVE
STRATEGY
 If employees are trying to minimize responsibility for
some negative event. Then, they employ demotion –
prevent strategy
 1.Accounts
 2.Apologies
 3.disassociation
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Accounts:
Employees attempt to excuse or justify their action
Apologies
employee’s apologies to the boss for some negative
event.
Disassociation
employees are secretly tell their boss that they fought
for the right things, but were overrules. Employees using
this approach try to disassociation themselves from the
group and from the problem
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MOTIVATION
“Motivation means a process of stimulating people to action
to accomplish desired goals”
-Scot
“motivation is the process of attempting to influence others
to do your will through the possibility of reward”
-Edwin B. Flippo
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IMPORTANCE OF MOTIVATION
 Motivation is one of the important functions of the
management without which organizational objectives are
difficult to achieve. It is the integral part of the
management process and every manager must motivate
his subordinates to create in them the will to work.
Motivation is necessary for the better performance. The
importance of motivation is briefly discussed below
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 Proper utilization of human resources possible since it
inspires employees to make best possible use of different
factor of production
 Proper motivations improve the efficiency of operation
 Motivation creates a willingness on the part of workers to
do the work in a better way
 Higher motivation leads to job satisfaction. As a result of
this labour absenteeism and turnover are low
 Motivation helps to solve the labour problems and
maintain good relations
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 Motivation is the basis of co operation to get the best results
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out of the men on the job. Efficiency and output are increased
through co operation
High motivation helps to reduce resistance to change
By providing proper motivation, all the members will try to be
as efficient as possible and to improve upon their skill and
knowledge
Financial and non financial incentives not only retain the
existing employees but also attract the component employees
from outside the enterprise
A proper motivation scheme promotes closer relationship
between enterprise and workers
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POSITIVE MOTIVATION
 Positive motivation involves proper recognition of
employee’s efforts and appreciation of employee
contribution towards the goal achievement. Economic
benefits, participation in decision making process, pride
and delegation of authority and responsibility are some of
the methods of positive motivation. Such motivations
improve the standard of performance, lead to good item
sprit, a sense of co operation and fetching of belonging
and happiness
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NEGATIVE MOTIVATION
 This motivation is based on force, fear and threats. The
fear of punishment or unfavorable consequences affects
the behavioral changes. If the worker fails to complete the
work, they may be threatened with demotion, dismissed,
lay-off, pay cut etc. the negative motivation gives
maximum benefits in the short run.
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EXTRINSIC MOTIVATION
 This motivation is induced by external factors, which are
primarily financial in nature. These incentives and rewards
have been subjected of debate, whether they really
motivate the employee simply move them to work or
perform. These motivation includes higher pay, retirement
benefits , rest periods, holidays, profit sharing schemes ,
health and medical insurance, vacationed
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INTRINSIC MOTIVATION
 Intrinsic motivation is available at the time of performance
of work. These motivations provide a satisfaction during
the performance of the work itself. Some of the intrinsic
motivations are praise, recognition, responsibility, esteem,
power, status , participation etc.
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THANK YOU,,,,,
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