Therefore, if one perceives oneself as attractive, behavior might be modified which would then fit notions of what is deemed outgoing or attractive behavioral patterns, further increasing the positive perception of the individual in question. According to research, "The basic premise of symbolic interaction is that people attach symbolic meaning to objects, behaviors, themselves, and other people, and they develop and transmit these meanings through interaction," (Howard 2000:371). Through the interaction of both the interview and the later employment experience, the group is then allocating symbolic meanings of attractiveness levels on each and every individual within it. Thus, it is clear that "sexuality has become a central dimension of identity formation," (Howard 2000:373). Interviewees may then also construct an identity where they view themselves as unattractive, and their behavior will be negatively affected. His can then produce a sense of anxiety or stress within the context of the interview. Prior research has shown that "context-specific anxiety has a significant impact on the success or failure of the interview process," (Young et al. 2004:50).
The bias towards attractive people only continues after interviewees are hired. According to research, later performance evaluations can also reflect the same bias towards attractive workers that was first experienced within the context of the interview itself; "The evaluator's personal characteristics and biases may affect the performance appraisal process," once an employee is taken on into the organization (McBey 1994:25). Therefore, the judgment of the employee's performance also becomes relevant to their socially allocated role as either attractive or unattractive. "Physical attractiveness has also been shown to affect expected and perceived job performance, personnel selection, responsibility for undesirable behavior," among many more potential discriminations (Chia et al. 1998:472). Yet, some studies show through analysis that the majority of "beautiful people" tend to only be average at achievements and performances, both academically and professionally. This is contrast to the largely held idea that they are perceived to be higher achievers and better workers. According to a 1998 study (Chia et al.:475), although beautiful people were proven to be only average achievers, "The findings for the perception of achievement related-traits and initiative, however, indicate that the more attractive persons were indeed perceived to have more achievement-related traits and greater initiative." Therefore, it is clear that although the actual achievement potential of more attractive people proves only average, it is the perception of others that raises that average to a higher potentiality in order to excuse picking them above other candidates.
To complicate matters even further, women face more of an expected standard to be attractive. According to status characteristics theory "gender acts as a diffuse status characteristic, a general characteristic that is associated with an individual's relative status in society," (Eckes 2000:310). Thus, gender also plays a large role within the interview process. It also establishes greater importance of attractiveness and how it is perceived within the group. In a majority of larger social situations "there is evidence that males are considered more competent than females," a fact which places more weight on the attractiveness of female interviewees, for men are considered to be capable regardless of their attractiveness (Eckes & Trautner 2000:310). Prior studies have shown that in a professional setting, here is a stronger attraction bias against women then as seen in their male counterparts. In fact, one study (Chia et al. 1998:475) found that although "unattractive men consistently received the most favorable ratings," in terms of performance perception, "unattractive women consistently received the most unfavorable ratings." Women face much stronger criticism in terms of the attractiveness of their appearance, which then has an effect on the way their performance is perceived. Thus, unattractive women have been found to be less likely to nail a job in comparison to attractive women. Women also face much more criticism in terms of small changes to their appearance, as seen especially in terms of varying weight fluctuations. According to one study, "weight and body shape were 'the central dominants' of a woman's perception of her own physical attractiveness -- a perception that may accurately reflect the high importance of body build or figure in male's attraction to women," (Alley et al. 1994:536). Additionally, many women are forced into specific work categories based on their sex which then solidify gender stereotypes within the workplace. In the social construction of individual identities, "Gender also impacts self-presentation," (Catania 1999:29)....
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