Home Management Impression Management, Giving You Some Major Techniques

Impression Management, Giving You Some Major Techniques

impression management

Impression Management, Giving You Some Major Techniques: Hey guys today I am sharing some useful information about the techniques of impression managment. We know that people are constantly curious about how others perceive and evaluate them.

North Americans, for example, spend billions of dollars on diets, health club memberships, cosmetics, and plastic surgery in order to appear more attractive to others. People in the organisation should benefit from being perceived positively by others.

It could, for example, help them get the jobs they want in an organisation and, once hired, get favourable evaluations, higher pay raises, and faster promotions. It may help sway the distribution of advantages in their favour in a political context.

Impression Management, Giving You Some Major Techniques

impression management

What Exactly Impression Managment

Impression management, process by which individuals attempt to control the impressions that others form of them. It is a topic that has only recently piqued the interest of OB researchers.

Remember that IM does not imply that the impressions people give are necessarily false.

Excuses, for example, can be made with sincerity. Using the example in Figure, you might believe that ads have little impact on sales in your area. However, misrepresentation can come at a high price. You may be discredited if the image claimed is false.

Impression Management Techniques


Accepting someone else’s point of view in order to gain his or her approval.

For instance, a manager tells his boss, “You are absolutely correct in your reorganisation plan for the western regional office.” I couldn’t agree more with you.


Explanations for a predicament-creating event that aim to minimise the apparent severity of the predicament.

For example, a sales manager might say to his boss, “We didn’t got the ad in the paper on the time, but no one responding to those ads anyway.”


Accepting responsibility for an unfavourable event while also seeking forgiveness for the action.

Employee to boss: “I’m sorry I made a mistake on the report.” Please accept my apology.”


Highlighting one’s best qualities, downplaying one’s flaws, and emphasising one’s accomplishments

For instance, a salesperson tells his boss, “Matt try unsuccessfully for three years to get the account.” I finish it in six weeks. I’m this company’s best closer.”


Complimenting others on their virtues in order to appear perceptive and likeable.

For example, a new sales trainee might say to a peer, “You handled that client’s complaint so tactfully!” I could never have handled it like you did.”


Doing something nice for someone in order to gain their approval.

Example: A salesperson tells a prospective client, “I’ve got two tickets to the theatre tonight that I won’t be able to use.” Take advantage of them. Consider this a thank-you for taking the time to speak with me.”


Managing information about people and things in which one is associate in order to improve or protect one’s image.

As an example, a job applicant tells an interviewer, “What a coincidence. In college, your boss and I shared a room.”

Bottom Line

The majority of studies conduct for assessing the efficacy of IM techniques limit for determining whether IM behaviour is relates to job interview success.

Because applicants are clearly attempting to present positive images of themselves and there are relatively objective outcome measures, employment interviews are a particularly relevant area of study. The evidence suggests that IM behaviour is effective.

In one study, interviewers thought that applicants for a position as a customer service representative who use IM techniques perform better in the interview, and they were more likely to hire these people.

Furthermore, after reviewing the applicants’ credentials, the researchers concluded that it was the IM techniques alone that influenced the interviewers.

That is, it did not appear to make a difference whether applicants were well or poorly qualified. They performed better in the interview if they used IM techniques.

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