The Golem effect is the negative impact on subordinates' performance that results from low leader expectations toward them. We studied the effects of low expectations experimentally by preventing the natural formation of low expectations toward individuals who had obtained low test scores in some units and by refraining from doing so in other units. Randomly selected squad leaders (n = 17) were led to believe that low scores on a physical fitness test were not indicative of subordinates' ineptitude. Control squad leaders (n = 17) were not told how to interpret the test scores. Two posttests showed that low-scoring personnel in the experimental squads improved more than those in the control squads, maintained the difference, rated their squad leaders more favorably, and were more satisfied, but they were not significantly more anxious. The potential for low scores on valid tests to produce unintended Golem effects is discussed.

Raising managers' performance expectations can cause an increase in their subordinates' performance. This is the Pygmalion effect, a special case of the self-fulfilling prophecy (SFP). Originally created in classroom settings (Rosenthal & Jacobson, 1968; see Rosenthal, 1985, 1991, for reviews), Pygmalion effects have been produced experimentally numerous times among adults in formal organizations, and practical applications that hold out promise for increasing organizational effectiveness have been proposed (for a review see Eden, 1990b). However, SFP at work is a double-edged sword.

The Golem effect is the name Babad, Inbar, and Rosenthal (1982) coined for the negative version of interpersonal SFP. Meaning oaf or dumbbell in Hebrew slang, the Golem concept is the Pygmalion effect in reverse: Low manager expectations restrict subordinate...