Samuel and Sanjay joined a large Indian transnational company on the same day. Both are engineering graduates but from different engineering colleges. Samuel joined the high-technology department while Sanjoy joined the life science department of the company. Samuel’s boss Praveen Talwar was a highly competent manager. Praveen during the first meeting with Samuel, expressed Sanjay’s academic successes and set very high expectations for Sanjay. He gave challenging and high-impact assignments to Samuels and expressed his full confidence in Samuel’s ability and skill. Praveen kept providing continuous positive and very constructive feedback as well as kept encouraging him to perform at his full potential. Samuel kept putting in his best efforts to live up to the expectations of his boss. In a short period, Samuel established himself as one of the top performers are one in the organization. Sanjay when met his boss, Ramakant was not very with the interactions with Ramakant. Ramakant asked several questions about his academic and personal background and expressed doubts about Sanjay’s ability to take up challenging jobs. Ramakant was a mediocre manager. He gave Sanjay daily routine jobs which does require superior skills and was having limited learning opportunities. Further Ramakant often was very critical about his performance. Subsequently, Sanjay started doubting his own abilities in undertaking challenging and high-impact jobs., even when he had opportunities for such assignments. Consequently, he became a very average performer.

Question

From the relevant theories of perception, what kind of effect did the two different bosses have on the respective new recruit, who was assigned to report to each of them, that resulted in one of the new recruits becoming one of the top performers and the other one an average performer? Justify your answer.

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The situation described aligns with the concept of the Pygmalion Effect and the Golem Effect from pe... View the full answer