Today, the film My Fair Lady seems a rather over-reverential replica of the stage original, deprived of its theatrical zest. ‘Rotting on the screen’, was New Yorker critic Pauline Kael’s terse verdict. Hepburn’s transformation, swathed in Cecil Beaton’s lace and ribbons, seems to leave her uncomfortably restricted like some mechanical doll. There should be a collective sigh of relief, though, that a recent projected remake of My Fair Lady, with Colin Firth as Higgins, failed to get off the ground. Rex Harrison’s talking-on-pitch singing style and his mastery of social comedy make the idea of anyone else in the role almost unthinkable.
[C]ould she have included Jane in the scheme, every part would have been perfect. “But it is fortunate,” thought she, “that I have something to wish for. Were the whole arrangement complete, my disappointment would be certain. But here, my carrying with me one ceaseless source of regret in my sister’s absence, I may reasonably hope to have all my expectations of pleasure realized. A scheme of which every part promises delight can never be successful; and general disappointment is only warded off by the defense of some little particular vexation. ”
Leader expectations of the employee may alter leader behavior. This behavior that is expressed toward an employee can affect the behaviors of the employee in favor of the leader's expectations.  The more an employee is engaged in learning activities, the higher the expectation is from the leader. In turn, the employee participates in more learning behavior. Leaders will show more leader behaviors such as leader-member exchange (trust, respect, obligation, etc.), setting specific goals, and allowing for more learning opportunities for employees, and giving employees feedback. These factors were brought about by Rosenthal's model of the Pygmalion effect.