This chapter explores the potential consanguinity between supervisory expectations and self-efficacy. Theory and research on Pygmalion effects and the role of self-efficacy in the workplace have progressed considerably since Rosenthal's early work in the classroom during the late 1960s and Bandera's first paper on self-efficacy in 1977. Pygmalion and Golem serve as attingent vectors with each resulting from the corresponding supervisory expectations; both portend considerable application to foodservice management particularly in the multiunit foodservice arena wherein the role of manager as motivator. Empirical work within the industry is now required; this includes tests of both Pygmalion and Golem effects. The primary linkage of empirical interest depicted in the new model is the relationship between supervisory behavior and subordinate self-efficacy and the role of subordinate-related variables that may moderate this part of the causal chain. Finally, a research agenda is detailed, which is aimed at exploring the supervisory behavior-self-efficacy link and the role of moderators in the causal chain.