11.3 Impression management
6 min read•august 20, 2024
is a powerful tool in organizational dynamics. It involves strategically shaping how others perceive you through intentional behaviors and . From to , individuals use various tactics to achieve specific goals like gaining approval or demonstrating competence.
The effectiveness of impression management strategies depends on factors like , , and . In interviews and leadership roles, mastering , verbal tactics, and adaptability is crucial. However, it's important to balance impression management with authenticity to avoid risks of appearing disingenuous or inconsistent.
Impression management strategies
- Impression management involves actively shaping how others perceive you through intentional behaviors and self-presentation
- Different impression management strategies are used to achieve specific goals such as gaining approval, demonstrating competence, or eliciting certain responses from others
Self-promotion vs ingratiation
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- Self-promotion focuses on highlighting personal achievements, skills, and qualifications to be seen as competent and capable
- Includes sharing success stories, discussing expertise, and showcasing awards or recognition (Employee of the Month)
- Ingratiation aims to increase likeability and gain favor by flattering others, doing favors, and emphasizing similarities
- Tactics include complimenting supervisors, agreeing with opinions, and mirroring communication styles (active listening, shared interests)
Exemplification of desired qualities
- involves going above and beyond to demonstrate desired qualities like dedication, ethics, or leadership
- Includes visibly working long hours, volunteering for challenging projects, and upholding high moral standards
- Aims to be seen as an exemplary employee embodying core organizational values (integrity, customer focus)
- Can inspire others and shape perceptions of character and work ethic
Intimidation for compliance
- uses threats, pressure, or aggression to gain compliance from others, especially subordinates
- Includes yelling, threatening punitive action, glaring, or invading others' personal space
- Aims to induce fear to force others to meet demands (tight deadlines) or overlook concerns (unsafe practices)
- Can be effective in the short-term but erodes relationships and trust over time
Supplication to gain sympathy
- involves highlighting weaknesses, limitations, or past hardships to elicit sympathy and help from others
- Includes sharing stories of personal challenges (illness, family issues), inexperience, or lack of resources
- Aims to gain assistance, lower expectations, or be given "a pass" in difficult situations
- Can backfire if seen as manipulative or regularly used to avoid accountability
Factors influencing impression management
Individual personality traits
- Extroverted individuals tend to engage in more active and frequent impression management
- High self-monitors are more attuned to social cues and adapt their impression management to different audiences
- Those with Machiavellian tendencies are more likely to use manipulative impression management tactics
- Narcissists often use self-promotion to gain admiration and maintain a grandiose self-image
Organizational culture norms
- Companies with competitive cultures may encourage self-promotion to stand out
- Organizations emphasizing collaboration may value ingratiation and exemplification of teamwork
- Toxic cultures with aggressive leaders may normalize intimidation tactics
- Caring cultures focused on employee support may respond positively to supplication
Perceived power dynamics
- Lower power individuals often use ingratiation towards higher power targets to gain approval
- Those with higher power may use intimidation to pressure subordinates
- Peers at similar power levels may use exemplification to be seen as high performers
- Perceptions of power differences, not just actual hierarchy, shape impression management choices
Impression management in interviews
Nonverbal cues and attire
- Dress professionally in well-fitting, industry-appropriate attire to convey competence and attention to detail
- Maintain good posture, eye contact, and a warm smile to project confidence and engagement
- Use a firm handshake and expansive body language (uncrossed arms) to show assertiveness and openness
- Minimize fidgeting, playing with hair, or looking at phone/watch to avoid appearing disinterested or unprepared
Verbal self-presentation tactics
- Prepare and practice concise, specific stories highlighting relevant skills and achievements (STAR method)
- Use first-person pronouns (I, my) to own accomplishments but credit teams when appropriate
- Ask thoughtful questions to demonstrate interest and research into the company and role
- Speak clearly and enthusiastically to convey passion and effective communication skills
Adapting to interviewer style
- Mirror the interviewer's energy level and communication style (formal vs. casual) to build rapport
- Adapt anecdotes and amount of detail provided based on verbal and nonverbal feedback
- Flexibly respond to different types of questions (behavioral, technical, situational) while staying authentic
- Adjust to panel vs. one-on-one formats and video vs. in-person mediums while maintaining consistency
Impression management for leaders
Cultivating executive presence
- Command attention and project gravitas through expansive posture, purposeful gestures, and measured vocal pace
- Demonstrate emotional control and poise under pressure (public speaking, crises)
- Convey strategic thinking by discussing long-term vision and industry trends
- Maintain an impeccable professional appearance with high quality attire and grooming
Projecting confidence and competence
- Use assertive language (will, shall) to convey certainty in plans and decisions
- Highlight team and organizational achievements to showcase effective leadership
- Share stories of overcoming challenges and learning from failures to model resilience
- Demonstrate expertise by discussing industry developments and strategic insights
Authentic leadership considerations
- Balance impression management with consistently embodying core values and ethics
- Acknowledge limitations and mistakes appropriately to avoid appearing disingenuous
- Tailor leadership style to different contexts and followers' needs while maintaining an authentic core
- Regularly self-reflect to check alignment between impression management tactics and true character
Risks of impression management
Perceptions of inauthenticity
- Excessive self-promotion can appear boastful and narcissistic, undermining
- Ingratiation may come across as sycophantic or manipulative flattery if not done genuinely
- Exemplification taken too far seems self-righteous and alienates others
- Inconsistencies between words and actions lead to the impression management being seen as "fake"
Inconsistency in projected image
- Using different impression management tactics with different stakeholders can seem "two-faced"
- Failing to sustain impression management efforts over time damages the crafted reputation
- Giving in to momentary frustrations or impulses can undo the effects of long-term impression management
- Inconsistencies between projected image and behavior outside of work (social media) can tarnish credibility
Backlash from failed attempts
- Intimidation that is seen as bullying leads to resentment, complaints, and potential legal action
- Supplication that is perceived as shirking responsibilities or playing the victim lowers respect
- Misreading the organizational culture and using impression management tactics that clash with norms
- Facing disapproval or mockery from observers who see through impression management attempts
Cultural differences in impression management
High vs low context cultures
- (Japan, Arab countries) value subtle, indirect impression management
- Impression management focuses more on maintaining group harmony and saving face in high context cultures
- (U.S., Germany) use more direct, explicit impression management tactics
- Standing out as an individual and directly asserting competence is more acceptable in low context cultures
Individualistic vs collectivistic norms
- Individualistic cultures (U.S., UK) encourage self-promotion to stand out and compete
- Impression management centers the individual's goals, achievements and characteristics in individualistic cultures
- Collectivistic cultures (China, Mexico) emphasize exemplification of group-oriented qualities like collaboration
- Impression management highlights contributions to collective success and alignment with group norms in collectivistic cultures
Power distance variations
- High power distance cultures (Malaysia, Philippines) may use more supplication and intimidation
- Subordinates are expected to show deference and compliance to authority in high power distance contexts
- Low power distance cultures (Denmark, Israel) favor more egalitarian impression management tactics
- Questioning leaders and displaying individual competence is more acceptable in low power distance cultures
Ethical considerations of impression management
Deception vs strategic self-presentation
- Impression management becomes unethical when it crosses into deception through embellished credentials or fabricated achievements
- Strategic self-presentation focuses on highlighting truthful, positive attributes and aligning them with organizational expectations
- Ethical impression management involves presenting the best version of one's authentic self, not a false persona
- Regularly self-reflect to ensure impression management does not drift into misrepresentation or manipulation
Impact on organizational trust
- Excessive impression management, especially when inauthentic, erodes trust within teams and organizations
- Discovering a colleague's impression management is "just an act" lowers interpersonal trust and strains collaboration
- Leaders using impression management to cover up mistakes or avoid accountability lose credibility and trust
- Honest, consistent impression management builds trust by demonstrating integrity and reliability over time
Balancing authenticity and adaptability
- Completely suppressing one's personality and values to fit in is stressful and unsustainable
- Adaptability involves flexibly expressing one's authentic self to connect with different audiences
- Maintaining an authentic core while tailoring communication style, not values or ethics
- Impression management should not feel like playing a role, but like being your best self for the context
Key Terms to Review (37)
Adapting to interviewer style: Adapting to interviewer style refers to the process of adjusting one’s communication and behavioral approach during an interview to align with the preferences and demeanor of the interviewer. This flexibility can help create rapport, making the interaction more positive and productive. It involves recognizing cues from the interviewer, such as their tone, body language, and questioning style, and responding in a way that resonates with their communication style.
Authentic leadership: Authentic leadership is a leadership style that emphasizes transparency, self-awareness, and ethical behavior, allowing leaders to connect genuinely with their followers. This approach fosters trust and inspires collaboration, as authentic leaders are true to themselves and encourage others to do the same. Their focus on building strong relationships and promoting a shared vision can significantly influence organizational culture and employee engagement.
Backlash from failed attempts: Backlash from failed attempts refers to the negative consequences or reactions that individuals or organizations experience when their efforts to influence others or create change do not succeed. This can manifest as decreased trust, damage to reputation, and increased resistance from stakeholders, making future initiatives more difficult to implement.
Balancing authenticity and adaptability: Balancing authenticity and adaptability refers to the ability to remain true to one’s core values and self-identity while also being flexible enough to adjust behavior in response to different social contexts and audience expectations. This dynamic interplay is crucial in managing perceptions and fostering effective relationships in various organizational settings, as individuals must navigate the fine line between being genuine and conforming to situational demands.
Collectivistic norms: Collectivistic norms are social principles that emphasize the importance of group cohesion, interdependence, and the welfare of the community over individual interests. In societies that value collectivism, people are more likely to prioritize group goals and relationships, often leading to behaviors that promote harmony, cooperation, and support among members of the group. This perspective contrasts with individualistic norms, where personal achievement and autonomy are more highly regarded.
Credibility: Credibility refers to the quality of being trusted and believed in, often based on a person's reliability, expertise, and authority. It plays a crucial role in influencing how individuals perceive messages and the people delivering them, which can impact decisions and behaviors. When someone is considered credible, their opinions and claims are more likely to be accepted as valid and convincing.
Cultural Differences: Cultural differences refer to the variations in beliefs, values, behaviors, and social norms that exist between groups from different cultural backgrounds. These differences can influence how individuals communicate, interact, and perceive one another, impacting relationships and dynamics within organizations.
Deception vs Strategic Self-Presentation: Deception refers to the act of intentionally misleading or providing false information to others, while strategic self-presentation involves the conscious efforts individuals make to influence how they are perceived by others, often by highlighting certain traits or downplaying others. Both concepts play a significant role in impression management, where the goal is to shape how one is viewed in social and organizational contexts. Understanding the differences between these two behaviors is essential for recognizing the motivations behind individuals' actions and the potential consequences of their tactics.
Erving Goffman: Erving Goffman was a Canadian sociologist known for his work on social interaction and the concept of impression management, which refers to the ways individuals attempt to control how they are perceived by others. Goffman's theories highlight the importance of social settings in shaping behavior and how individuals navigate various roles to present themselves favorably in different contexts.
Ethical considerations: Ethical considerations refer to the principles and standards that guide individuals and organizations in determining what is right or wrong in their actions, especially in decision-making processes. These considerations are critical for maintaining integrity, trust, and accountability in various contexts, influencing how behaviors are perceived and the overall environment of an organization.
Executive presence: Executive presence refers to the qualities and characteristics that enable an individual to project confidence, decisiveness, and authenticity, making them appear as a credible and capable leader. It encompasses not only one's communication skills and appearance but also the ability to engage others and inspire trust. This combination of traits is crucial for effective leadership and can significantly impact one's career advancement and influence within an organization.
Exemplification: Exemplification refers to the act of illustrating a concept or idea through specific examples, serving as a powerful tool in communication and persuasion. By providing concrete instances, exemplification enhances understanding and strengthens arguments, allowing individuals to convey their messages more effectively. This technique is often employed in various settings, including organizational communication and public speaking, to establish credibility and relate to the audience.
Genuine self: The genuine self refers to an individual's true identity and authentic expression, reflecting their core values, beliefs, and emotions without the influence of external pressures or societal expectations. This concept emphasizes being true to oneself in various situations, especially in contexts where impression management might lead individuals to present a different facade to others.
Goffman's dramaturgical theory: Goffman's dramaturgical theory posits that social interactions can be understood as performances in which individuals present themselves in ways that influence how others perceive them. This theory uses the metaphor of theater to describe how people manage their impressions in everyday life, with concepts like 'front stage' and 'back stage' to illustrate how individuals act differently in public versus private settings.
Henry Mintzberg: Henry Mintzberg is a renowned management scholar known for his contributions to understanding organizational structures and dynamics. He categorized different types of organizational structures, emphasizing how managers interact and make decisions in various environments, which connects to concepts like bureaucracy, matrix management, flat organizations, and the balance between centralization and decentralization. Additionally, his work sheds light on the role of impression management in organizational behavior, particularly how leaders present themselves and their organizations to influence perceptions.
High Context Cultures: High context cultures are societies where communication relies heavily on the surrounding context, non-verbal cues, and shared experiences rather than just the spoken or written word. In these cultures, the meaning is often embedded in the relationships and environment rather than explicitly stated, making understanding nuanced and dependent on a deep cultural background.
Impact on organizational trust: The impact on organizational trust refers to the degree to which employees perceive their organization as reliable, honest, and capable of keeping commitments. This trust is crucial for fostering a positive workplace culture, enhancing collaboration, and improving overall organizational performance. When employees feel trusted and believe their leaders act with integrity, it leads to increased job satisfaction and loyalty.
Impression Management: Impression management is the process by which individuals attempt to influence the perceptions of others regarding their identity, intentions, or actions. This concept is crucial in social interactions and workplace settings, as people often engage in strategic behaviors to create a desired image that aligns with their goals or objectives. By understanding impression management, individuals can employ various tactics to enhance their effectiveness in influencing others and navigating organizational dynamics.
Inconsistency in projected image: Inconsistency in projected image refers to the disparity between how individuals or organizations want to be perceived and how they are actually seen by others. This disconnect can lead to confusion, mistrust, and diminished credibility, impacting relationships and overall effectiveness. Maintaining a consistent image is crucial for effective impression management, as it builds trust and fosters positive perceptions.
Individualistic norms: Individualistic norms refer to the values and expectations that prioritize personal autonomy, independence, and self-expression over group cohesion and collective interests. These norms emphasize the importance of individual rights and personal achievements, shaping behavior and interactions in social and organizational contexts. In environments where individualistic norms prevail, people are more likely to engage in impression management tactics to enhance their personal image and maintain autonomy.
Ingratiation: Ingratiation is a strategic influence tactic where an individual seeks to gain favor or approval from another person through flattery, compliments, or other forms of likable behavior. This tactic is often used in social or organizational contexts to create positive impressions and strengthen relationships, ultimately aiding in the pursuit of personal or professional goals.
Intimidation: Intimidation refers to the act of instilling fear or apprehension in others, often through threats or aggressive behavior. This psychological tactic can be employed to manipulate individuals or groups, impacting their decision-making and behavior. In social and organizational contexts, intimidation can significantly affect interpersonal dynamics, influencing power relationships and perceptions of authority.
Low context cultures: Low context cultures are those in which communication is more explicit, direct, and relies heavily on the spoken or written word. In these cultures, messages are clear and precise, with less reliance on situational cues or shared experiences to convey meaning. This often results in individuals focusing more on the content of communication rather than nonverbal elements or underlying social contexts.
Nonverbal cues: Nonverbal cues are signals that convey information without the use of words, often expressed through body language, facial expressions, gestures, posture, and tone of voice. These cues play a crucial role in how individuals perceive and interpret messages in social interactions, influencing the impressions we create and maintain in various settings.
Organizational culture: Organizational culture refers to the shared values, beliefs, and norms that shape the behavior and practices of individuals within an organization. It influences how employees interact with each other, their approach to work, and their responses to challenges, ultimately impacting overall organizational effectiveness and employee satisfaction.
Perceptions of inauthenticity: Perceptions of inauthenticity refer to the feelings and judgments that individuals form when they believe someone's actions, words, or behaviors are not genuine or true to their character. This can significantly impact interpersonal relationships, as people often react negatively to perceived inauthenticity, leading to distrust and reduced credibility. Understanding these perceptions is crucial in the realm of impression management, where individuals aim to project a favorable image while being aware of how others may perceive their authenticity.
Personality traits: Personality traits are enduring characteristics that influence an individual's behavior, thoughts, and emotions in various situations. These traits shape how a person interacts with others and how they respond to challenges, making them crucial for understanding individual differences in impression management and social interactions.
Power Distance Variations: Power distance variations refer to the degree to which less powerful members of a society or organization defer to and accept the unequal distribution of power. This concept is crucial in understanding how different cultures perceive authority, hierarchy, and inequality, influencing interpersonal relationships and communication styles within organizations.
Power Dynamics: Power dynamics refer to the ways in which power is distributed and exercised within relationships, organizations, and social structures. This concept highlights the shifting nature of power, where individuals or groups influence others, leading to changes in behavior, attitudes, and decision-making processes. Understanding power dynamics is essential for analyzing authority, control, and conflict in various organizational contexts.
Role Playing: Role playing is a technique where individuals act out or perform roles in a particular situation to gain insight, practice skills, or understand perspectives. This method is often used in various settings to help individuals explore behaviors, improve communication, and enhance emotional intelligence. By stepping into different roles, participants can better understand the dynamics of interactions and the impact of their behavior on others.
Self-presentation: Self-presentation is the process of managing how one is perceived by others, often by strategically controlling the information shared about oneself. This involves tailoring behaviors, expressions, and appearances to create a desired impression, whether in social interactions or professional settings. Effective self-presentation is crucial as it impacts one's reputation, relationships, and opportunities in various contexts.
Self-promotion: Self-promotion is the act of highlighting one’s own achievements, skills, and qualifications to create a positive impression on others. It plays a crucial role in impression management, as individuals seek to influence how they are perceived by others in various social and professional contexts. By effectively self-promoting, individuals can enhance their reputation, increase their visibility, and open doors to new opportunities.
Social Identity Theory: Social Identity Theory is a psychological framework that explains how individuals categorize themselves and others into groups, influencing their behaviors, attitudes, and perceptions based on group membership. This theory highlights the importance of social identity in shaping intergroup relations, impacting aspects like diversity, inclusion, and discrimination in various settings.
Supplication: Supplication is a form of communication where an individual earnestly requests or begs for help, assistance, or favor from someone in a position of power or authority. This act often involves demonstrating vulnerability or humility and can serve as a means of impression management by showing dependency and the need for support from others. Through supplication, individuals can influence perceptions, elicit sympathy, and foster connections that may lead to desired outcomes.
Symbolic interactionism: Symbolic interactionism is a sociological framework that focuses on the ways individuals create and interpret meanings through social interactions using symbols, such as language and gestures. This perspective emphasizes how people construct their realities based on these interactions and the importance of shared symbols within society. It is crucial for understanding how groups and subcultures form their identities, how artifacts convey meanings, and how individuals manage impressions in social settings.
Trustworthiness: Trustworthiness is the quality of being reliable and deserving of trust. It involves honesty, integrity, and the ability to consistently act in a way that earns the confidence of others. Trustworthiness plays a crucial role in building relationships and can significantly impact impression management, as individuals strive to project an image that reflects their reliability and ethical standards.
Verbal self-presentation: Verbal self-presentation refers to the way individuals use language and communication techniques to create specific impressions about themselves in social contexts. This can involve choosing certain words, tones, and messages to influence how others perceive their identity, competence, and personality. The effectiveness of verbal self-presentation relies on the ability to tailor communication to various audiences and situations, ultimately impacting one's reputation and relationships.