Strategising Impression Management in Corporations: Cultural Knowledge as Capital

Strategising Impression Management in Corporations: Cultural Knowledge as Capital

Caroline Kamau (Southampton Solent University, UK)
Copyright: © 2011 |Pages: 25
DOI: 10.4018/978-1-60960-587-2.ch609
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Impression management is a powerful psychological phenomenon with much unexplored potential in corporate settings. Employees or corporations can deploy impression management strategies in order to manipulate others’ perceptions of them. Cultural knowledge is powerful capital in impression management, yet this has not been sufficiently explored in previous literature. This chapter argues that impression-motivated employees or corporations need to perform a three-step knowledge audit: (i) knowing what their impression deficits are; (ii) knowing what impression management strategy is needed to address that deficit, based on the taxonomy of impression management strategies tabulated here; (iii) knowing what societal (e.g. collectivist culture or individualist culture) or organization-specific cultural adjustments are needed. A cultural knowledge base can thus be created through cross-cultural training of and knowledge transfer by expatriates. Multinational corporations can also benefit from utilising the knowledge presented in this chapter in their international public relations efforts.
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The success of knowledge transfer often depends on incidental or subsidiary information accompanying the knowledge itself. Communication between humans usually involves nonverbal cues such as facial expressions, gestures, body posture, tone of voice, gaze, clothing style and use of props. Nonverbal cues therefore have an important communicative function (DePaulo, 1992), such as in terms of conveying information on emotional states (Ekman & Friesen, 1971). An individual can strategically manipulate the nonverbal signals that they transmit through a process known as impression management or self presentation (Leary & Kowalski, 1990). Impression management is the strategic attempt to control how one is perceived by others in order to fulfil a deeper aim (Rosenfeld, Giacalone & Riordan, 1995), such as exuding competence in a particular knowledge field or being taken seriously as an expert. There is considerable evidence in organizational settings that impression management by employees can influence supervisors’ ratings of them (Wayne & Liden, 1995; Vilela et al, 2007), increase chances of promotion (Westphal & Stern, 2007) and increase others’ perceptions of ones credibility (Leigh & Summers, 2002). Individuals with knowledge on impression management strategies may therefore successfully utilise this knowledge to, for example, maximise their capacity to influence their organization’s policies and practices. The success of impression management strategies depends on both societal cultural norms on appropriate social behaviour (DePaulo, 1992) and on organization-specific culture (Drory & Zaidman, 2007), as well as individual characteristics (Snyder, 1974).

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