A manager believes an employee will perform poorly, and, as a result, provides less feedback, leading to poorer performance. This is an example of what?

A manager believes an employee will perform poorly, and, as a result, provides less feedback, leading to poorer performance. This is an example of what?

• A. Power dynamics
• B. A self-fulfilling prophecy
• C. Transformational leadership
• D. Relationship-building

Answer: (B)

The main idea being tested is how expectations shape outcomes. When a manager believes an employee will perform poorly, that belief tends to influence behavior toward the employee, notably by providing less feedback and coaching. Feedback helps people grow, learn, and stay motivated; withholding it reduces development opportunities and can dampen effort, making poor performance more likely. This creates a self-fulfilling prophecy: the expectation drives actions that cause the predicted result to occur. This negative loop is sometimes discussed as the counterpoint to the positive expectancy effect. It isn’t primarily about power dynamics, a leadership style, or relationship-building; it’s about how an expectation can steer behaviors that determine actual performance.

The main idea being tested is how expectations shape outcomes. When a manager believes an employee will perform poorly, that belief tends to influence behavior toward the employee, notably by providing less feedback and coaching. Feedback helps people grow, learn, and stay motivated; withholding it reduces development opportunities and can dampen effort, making poor performance more likely. This creates a self-fulfilling prophecy: the expectation drives actions that cause the predicted result to occur. This negative loop is sometimes discussed as the counterpoint to the positive expectancy effect. It isn’t primarily about power dynamics, a leadership style, or relationship-building; it’s about how an expectation can steer behaviors that determine actual performance.