▁This ▁theory ▁pos its ▁that ▁people ▁are ▁more ▁likely ▁to ▁perform ▁behav iors ▁that ▁they ▁believe ▁they ▁have ▁a ▁high ▁expectation ▁of ▁performing ▁successfully . ▁ ▁In ▁relation ▁to ▁the ▁G ole m ▁effect , ▁when ▁expect ations ▁are ▁set ▁low ▁by ▁the ▁super visor , ▁sub ordinates ▁do ▁not ▁require ▁as ▁much ▁effort ▁to ▁successfully ▁reach ▁their ▁performance ▁expectation , ▁which ▁consequ ently ▁results ▁in ▁lower ▁performance . ▁R owe ▁and ▁O ' B rian ▁argued ▁that ▁the ▁G ole m ▁effect ▁was ▁a ▁result ▁of ▁transaction ▁cost ▁and ▁ag ency ▁theories . ▁ ▁They ▁posit ▁that ▁because ▁teachers ▁monitor ▁their ▁classes ▁for ▁opportun istic ▁behav iors , ▁some ▁students ▁may ▁take ▁such ▁monitoring ▁as ▁a ▁sign ▁that ▁the ▁teacher ▁does ▁not ▁trust ▁them ▁and , ▁in ▁turn , ▁eng age ▁in ▁opportun istic ▁behavior ▁because ▁it ▁is ▁expected ▁of ▁them . ▁ ▁Although ▁there ▁have ▁been ▁proposed ▁models ▁of ▁self - ful fill ing ▁prop he cies ▁including ▁the ▁P yg mal ion / G ole m ▁effect , ▁no ▁model ▁has ▁been ▁empir ically ▁tested . ▁ ▁This ▁lack ▁of ▁research ▁is ▁especially ▁gl aring ▁considering ▁the ▁go lem ▁effect ▁is ▁heavily ▁involved ▁with ▁other ▁established ▁motiv ational ▁theories ▁and ▁organiz ational ▁behavior ▁concepts ▁such ▁as ▁self - e ffic acy , ▁leader - member ▁exchange , ▁and ▁transform ational ▁leadership . ▁ ▁Method ological ▁issues ▁ ▁There ▁is ▁currently ▁a ▁relative ▁pau city ▁of ▁research ▁that ▁directly ▁addresses ▁G ole m ▁effects , ▁and ▁an ▁even ▁less er ▁body