The Impact of Impression Management on Performance Rating

Literature Review Laura (2006) stated that "professional images are defined as the sum of important elements (ie customers, bosses, bosses, subordinates, and co-workers) on human capabilities and personality." This definition refers to an externally inclined appearance based on reflection of evaluation rather than a person's self-image or other "real" awareness (Ibarra, 1999; Mead, 1934; Tice & Wallace, 2003) . Impression management is a common phenomenon in the organization (Wayne & Liden, 1995) and employees may form a good self-image involved in such actions (Bolino & Turnley, 1999).

Recognition that affects the formation of others can be performed consciously or unconsciously. The subject of managing impressions does not need to be subject to executive management, and impressions can be other people, events, or arbitrary objects. When people manage their own impressions, it is called self-presentation. We coordinate society information and dialogue and manage impressions. Both Miranda and Carrie have set the goal of introducing themselves to women in social games. From the viewpoint of social game expression model, the premise of the game is that there are groups with similar social status, while other small groups do not have that group. Each event in the scene has an associated social change, quality of time, behavior taken, changes in function, and a list of participants. Her behavior changes.

Equality and diversity are important aspects of performance management. The management diversity approach of the organization not only affects overall performance evaluation through performance valuation indicators of the best value. It also affects performance management within the organization. A performance management approach that recognizes and promotes diversity while supporting fairness and impartiality will ensure that people choose and develop based on their ability to work.