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Outline How People Evaluate Themselves Chapter 3, M. London

Outline How People Evaluate Themselves Chapter 3, M. London. Juan I. Sanchez, Ph.D. Dept. of Mgmt. & Int’l Business Florida Int’l University. How do people use feedback to form/revise their self-concept? Self-other gap helps determine the need to behave differently

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Outline How People Evaluate Themselves Chapter 3, M. London

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  1. OutlineHow People Evaluate ThemselvesChapter 3, M. London Juan I. Sanchez, Ph.D. Dept. of Mgmt. & Int’l Business Florida Int’l University

  2. How do people use feedback to form/revise their self-concept? Self-other gap helps determine the need to behave differently Defensiveness impedes growth: self-inflation as a defense mechanism against failure. Self-other gap (be + or -) lacks insight into strengths and weaknesses, which makes one unlikely to use performance feedback. Self-awareness is key to development; it comes from looking outward (reactions of others) not inward.

  3. Results of Self-Other Gaps…

  4. Accuracy of self-evaluations People overestimate similarity between self-other evaluations (Overestimation more common than underestimation). Self-appraisals and the ratings of others are not interexchangeable and, thus, self-ratings cannot replace ratings of others. However, self-ratings can diffuse defensive reactions… High self-subordinate agreement predicts promotion arte & is a good index of self-awareness. Those who evaluate themselves higher than others are likely to be poor performers.

  5. How we think others see us People think others see them in the same way they see themselves. People filter feedback through their self-concept. Self-views can rub off on others just as others’ evaluations can affect how people see themselves. Self-other agreement may start low but increase overtime. Misleading/ambiguous feedback may have dysfunctional consequences.

  6. Emergence of Self-awareness Positive change if gap between how they see themselves and the way they experience the world: self-awareness comes from exploration of personal experiences and perceptions. 360 evidence shows poor self-awareness. Intelligence, conscientiousness, internal locus of control, self-efficacy, low anxiety, and achievement orientation are related to self-awareness. Feedback-seeking +related to mastery goal orientation and –related to prove (favorable impression) and avoid (unfavorable impression) goal orientations.

  7. Why self-evaluations? Self-regulation, tracking goal-achievement, calibration of one’s own behavior/feelings (self-assessment provides measurements and cues). Accurate feedback helps meet performance standards, set realistic aspirations, develop accurate ability beliefs, willingness to persist, etc. Objective, understandable, and measured feedback is tough to deny. Seek feedback that makes us feel good (and avoid the one that makes us feel bad!) Self-delusion more important when self-other agreement is low.

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