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The role of feedback in education
The role of feedback in education
The role of feedback in education
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A critical factor in the management of people today is the ability to handle every challenging employee situation with the appropriate communication and actions. One of the most difficult types of employees to manage is the Passive-Aggressive who refuses to accept constructive feedback and tries to stir up discontent among other employees. In order to be successful in the management of the Passive Aggressive Employee, there has to be a planned approach, which includes effective communication, consequences, and actions.
This article discusses the effect feedback has on an employee or subordinate, and evaluates the most appropriate way to deliver feedback. Negative feedback given in a positive manner can be very beneficial and stimulate change; however, negative feedback given in a negative manner has a tendency to decrease motivation and change. The article also talks about the role the Manager plays in helping the employee cope with the emotional affects of receiving negative feedback. In order for the negative feedback to have a positive effect on the subordinate, the Manager has to understand how to connect emotionally with the subordinate, and help them through the feedback process.
This article agrees that there has to be a planned approach in delivering feedback. Feedback delivered in the appropriate manner can promote change. Understanding how to connect with the difficult employee emotionally when giving feedback is pivotal in gaining their trust and acceptance.
This article evaluates the underlying factors that may contribute to bullying behaviors in the mental health organization. The author then makes recommendations on how to reduce future occurrences by helping th...
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Sadri, Golnaz, and Sophia Seto. “Max Performance FEEDBACK. “Industrial Management;(2011,Jan,53.1, 14-19. Business Source Premier. EBSCO.Web.3 July 2011. Stanowski, AC. “Influencing Employees’ Attitudes and Changing Behaviors: A Model to Improve Patient Satisfaction.” Population Health Management, (2009, Apr), 12.2,57-9.
CINAHL Plus with Full Text. EBSCO. Web.3 July 2011. Westwood, Claire. "Managing Difficult Behavior." Nursing Management-UK; (2010,Oct), 17.6, 20-21. Nursing Academic Edition. EBSCO.Web. 2 July 2011.
Whitson, Signe. "Checking Passive Aggression." HR Magazine, (2010,Jun), 55.6, 115-116. MasterFILE Premier. EBSCO.Web. 2 July 2011.
First type is positive feedback. This type of feedback we all love but too much positive feedback can cause us to become complacent with our work. Receiving this type of feedback is definitely encouraging to a worker and it stands out the most due to the fact of how well it made us feel. The next type is negative feedback, which to us means failure. We do not like how receiving negative feedback feels so we usually do not accept unfavorable information. There is also a tendency for the recipient to try to place blame on another individual, constant explanations as well as only fixing the behavior to avoid it in the future. Doing so may change the individual’s actions but if they have no guidance with it he or she may still not perform at a desired behavior. The last type of feedback is no feedback at all. The article states, that no response feedback at all is detrimental to the employee’s performance in the workplace (Sadri and Seto, 2011). There has to be some type of encouragement or motivation for them. The authors have a good rule to follow with feedback, “Since the purpose of feedback is to motivate and inform, we suggest that the ratio of positive to negative information that an individual receives is very important. Three positives followed by one negative is a good ratio” (Sadri and Seto, 2011, p.
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
Hocker & Wilmot, 2007, Poole, & Stutman, 2005 Folger and 2007 Cahn& Abigail. "Interpersonal Conflict and Conflict Management." Devito, Joseph A. The Interpersonal Communication Book. Boston: Pearson, Allyn & Bacon, 2009. 276.
Fast, N., & Chen, S. (2009). When the boss feels inadequate: power, incompetence, and aggression. Psychological Science, 20(11), 1406-1413. doi:10.1111/j.1467-9280.2009.02452.x
The 360-degree feedback system can be very delicate in nature. A person not well ready for it could be thrown out of balance. It can also generate some new problem in an organisation. It not designed and conducted well, it posses the potential danger of a candidate developing wrong perceptions or notions about one or more of his auditor and creating new perspective towards them. It is therefore, unavoidable and significant to handle the process well and make it foolproof. The first important step is to examine whether the organisation is ready for it or not. The second important step is to examine if the candidate is ready for it. For the purpose of systematic analysis and examination of the problem at hand, the studies by the several researchers have been reviewed. Baron, (2009) examines that managers who received upward feedback about their supervisory behaviour significantly improved their behaviour and improves the subordinate ratings of managerial performance. Similarly, Baron, (2009) found that employees were favourably disposed toward associate rating. The feedback is positively related with fulfilment with prior peer ratings and negatively associated with perceived friendship bias and years of company experience. Subordinates’ ratings of leadership were significantly higher following feedback from subordinates under which a highly structured session is there where leaders discussed the feedback results with subordinates (Baron, 2009).
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.
Rodwell, J., Demir, D., & Steane, P. (2013). Psychological and organizational impact of bullying over and above negative affectivity: A survey of two nursing contexts. International Journal of Nursing Practice, 19(3), 241-248. doi:10.1111/ijn.12065
Bullying is a growing concern in a society where status and exercising power over another human being are increasingly important in developing one’s social circles. Dan Olweus (Norwegian researcher and founder of the Olweus Bullying Prevention Program) defines it as an “aggressive behaviour that is intentional and that involves an imbalance of power. Most often, it is repeated over time” (Violencepreventionworks.org). School victimization is an especially delicate matter that has only really been in the public eye for the past half century, as more and more researchers and psychologists pointed out its short- and long-term negative effects on targeted individuals. It has since been widely investigated and numerous programs have been developed in an effort to address and prevent the many forms of bullying that exist today. The negative effects of such an abusive behaviour are various and can greatly differ from individual to individual. However, there are three main consequences that can be associated with school bullying, which are: school avoidance, depression/anxiety and even suicidal attempts.
In this paper, I will write my answers to questions pertaining to Case 7, Mary Corey and Case 16, Kathy’s temper. These found in the textbook The Management Training Tool Kit.
In this chapter, I learned new ways to give and to accept feedback. Personally, I like getting feedback. I like it because it allows me to improve on my work. For example, whenever I write essays I like to have another person look at it so they can catch any small, or even big, mistakes that I may have done. This chapter also taught me that too much negative feedback can really take a toll on a person negatively. When you give somebody too much negative feedback, that person can start to think that they’re doing everything completely wrong and can really be detrimental to their self-esteem. To give good feedback, you should give the person more positive feedback than negative. You should use constructive rather than destructive feedback. Constructive feedback is more information specific and issue specific based on observations without using judgement. Destructive feedback is full of judgement and isn’t helping the person learn. When you get the feedback, it is best to reframe it and then reconstruct it to your advantage. Getting feedback is always a good tool to get but not when it only contains
A manager or human resources professional is constantly interacting with employees on a daily basis, which allows them to appropriately identify and ultimately to address negativity in the workplace. From employee complaints to inner conflicts between employees, it is often quite apparent when there is something amiss in the realm of employee morale. On that note, it is imperative that the manager learn to identify the symptoms of negativity before it becomes
Employees can be informed about both the nature of the change and the logic behind it before it takes place through reports, memos, group presentations, or individual discussions. Another important component of overcoming resistance is inviting employee participation and involvement in both the design and implementation phases of the change effort. Organized forms of facilitation and support can be deployed. Managers can ensure that employees will have the resources to bring the change about; managers can make themselves available to provide explanations and to minimize stress arising in many scores of
In any workplace or organisation, there is always something that you can find positive even on an unsuccessful project. Always start the feedback in a sincere and honest manner and by doing so, you will have made them feel wanted and valued which then opens the door for constructive criticism, and will be taken on board by the employees in a positive manner. It is important to both parties that the employees’ abilities are praised and identified which will again push the employee to do better. When giving praise, encouragement and feedback to the employee, make it relevant and specific to their work.
Scarpaci, R. (2006). Bullying: Effective strategies for its prevention. Kappa Delta Pi Record, 42(4), 170-174. Retrieved April 8, 2007 from EBSCO Online Database Education Research Complete. http://search.ebscohost.com.ezproxy.apollolibrary.com/login.aspx?direct=true&db=ehh&AN=21102965&site=ehost-live
Cook, C., Guerra, N., Kim, T., Sadek, S., Williams, K. (2010). Predictors of bullying and