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Lying Up On The Job: Does Deceptive Impression Management Work?

1076 words - 4 pages

John Carlson’s article Lying Up On The Job: Does Deceptive Impression Management Work? is published in the Ivey Business Journal: a reputable journal on improving the practice of management. Rankings from BusinessWeek and Financial Times acknowledge Ivey among the top business schools in the world (“Business Schools,” n.d). This incisive and practical publication of 2012 is considered a credible source. Additionally, the prolific author of this article John Carlson, is currently the Assistant Professor of Information Systems at Baylor University. In 1995, Carlson attended Florida State University where he achieved a PhD in Information and Operations Management. Carlson who has conducted several studies (“Business Directory,” n.d) on this topic, having published articles titled: Deceptive Impression Management: Does Deception Pay in Established Workplace Relationships? (2011) and Upward Influence and Deceptive Impression Management: The Power of Subordinates Who Lie (2010) is no stranger to presenting organised materials by designates of exhaustive depth and logic. According to Carlson (2012, p.3) the purport of this article is to apprise associates within business and commercial institutions of a research study examining the efficacy of different forms of Deceptive Impression Management, and determinately, the implicative insinuations for managers. These topics are well communicated with balanced arguments and detailed research to strengthen any claims. Carlson’s accolades, and breadth of knowledge regarding management, further contributes to this articles credibility.
Outline of Carlson’s Argument (2012)
Overall Argument:
Subordinates attempt to manipulate supervisors through active distortion, destruction, or omission of information. However, in real-world circumstances this isn’t viable.
Supporting Arguments:
• Lying in the workplace is so commonplace as to be both expected and ineffectual.
• A host of concerns unravel if a business culture accepts dishonesty. If your subordinates are inclined to lie to you, who else are they inclined to lie to? And what else are they willing to lie about?
• An unethical employee can cause damage that could cost a business more than an unproductive employee.
• A supervisor has the right to truthfully receive information, genuine opinions and honest feedback from the subordinate.
Credibility Evaluation of Assessing the role of aggression, empathy, and self-serving cognitive distortions in trait emotional manipulation – Rachel Grieve and Laura Panebianco
Rachel Grieve and Laura Panebianco’s article Assessing the role of aggression, empathy, and self-serving cognitive distortions in trait emotional manipulation was first published online in 2013 by the Australian Journal of Psychology. Grieve, current lecturer in the Division of Psychology at the University of Tasmania with accreditations including an honours degrees and a PhD in Psychology (2011), thus increases this articles credibility...

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