This week’s lecture covered some really interesting ground on how we form impres

This week’s lecture covered some really interesting ground on how we form impressions of others and how we manage the impressions others have of us. What struck me the most was the perceptual process, which explains how we select, organise, and interpret the information we encounter. It was eye-opening to realise how much of this process happens subconsciously. We filter out so much information that we’re only left with what seems most important or relevant to us, but this can lead to some major biases. For example, the primacy effect—where first impressions tend to stick with us—makes it difficult to change our views of someone even if later evidence suggests we should. The lecture also went into detail about different impression management (IM) tactics, such as ingratiation and self-promotion. I found the concept of ingratiation particularly relevant to HR roles because it’s a tactic people often use to gain favour in workplace settings. However, it was interesting to learn that ingratiation can backfire if it’s too obvious, as people might become suspicious of your motives. Self-promotion, on the other hand, is something that can be quite effective, especially in structured job interviews. But, as we discussed, there’s a fine line between promoting yourself and coming across as arrogant or boastful. The lecture also made a strong point about how gender plays a role in how these tactics are received. Women, in particular, often face challenges when using assertive IM strategies because they can be perceived as overly aggressive or lacking humility, which creates a difficult balancing act. Reflecting on myself, I realised that I’m quite prone to using ingratiation, especially when I’m in new environments. I tend to align my views with others to fit in, but I now see that this can sometimes come across as insincere. I also became aware of the projection bias, where I assume others think and feel the same way I do, which can cloud my judgement and lead to misunderstandings. This is something I’ll need to work on, particularly in an HR context where it’s important to assess situations objectively. Going forward, I plan to enhance my IF and IM skills by focusing on authenticity and becoming more aware of my biases. As a future HR professional, it’s going to be important for me to make sure that my first impressions are fair and not overly influenced by biases like the ‘like me’ bias. Additionally, I’ll work on managing how I present myself in professional settings, aiming for a balance between confidence and humility. This will not only help me build stronger professional relationships but also ensure that I contribute to a fair and inclusive work environment.