Constructive Feedback

* Criticism alone makes the worker feel hopeless but constructive criticism provides information on how the worker can overcome problems and become a better worker - it gives them solutions and makes the situation less hopeless.

All feedback needs to be concerned and supportive; it needs to include both negative and positive feedback. Positive can help us feel good about our self and positive about our skills that have been observed. However to develop further we need negative feedback to make improvements and grow as individuals, and

If the feedback is questionable then it becomes useless because it is not trusted. Positive and negative feedback will be more readily accepted if it is kept even, if it is more of one then it may not be received well by the learner for reasons that become obvious within the learner’s behavior or work.

By providing feedback the pupils will see more clearly what they need to do next and how to improve on their work if needed, examples of feedback could be questions in a group or a through a whole class discussion.

Constructive feedback is a feedback that is helpful. If praising, the acceptance is usually positive and responsive. However if the feedback is not so positive people can react different way. People may be shocked or surprised; they may feel anger or annoyance, some people just ignore criticism. Others may take it well and they like the advice on how to improve their practice.

Constructive feedback is just as important as it helps identify weak points whether it occurs on an individual level or at the level of a team. Guidance through mentoring and training sessions can be a useful tool to improve performance.

By encouraging others to give their feedback gives me the opportunity to see ways of improvement from a different perspective to my own. A colleague’s perspective may highlight work

By getting feedback, we can identify areas for improvement, eg, somebody says you need to learn to cook, we can then ask for help or training from our manager.

2. GIVING FEEDBACK = Verbal feedback, Written Feedback.{Try to be positive, Don’t be negative candidates find this demoralising}

This essay question would be a favorable and constructive prompt for many reasons. For example, this instance of humans interacting with their environment would make an interesting point because it not only examines the way in which the environment and location of a civilization impacts society, but also how these circumstances play an important role in how the people interact with each other as well. This matter would provide a valuable opening to delve into the individual aspects of how this was prevalent in each society as well as the parallels and contrasts among the respective civilizations. Also, because of the variation in time periods and locations of the three civilizations listed, there are many deviations among the societies although

This is important because feedback is essential to leaders and managers in light of the fact that workers' activities and practices eventually decide the corporate society and accomplishment of an organization (Harms and Roebuck, 2010). However, Harms and Roebuck recommend a significantly more reaching approach called the “BET and BEAR” model which according to Berry et al. (1996) is an effective mechanism for providing positive and constructive feedback. They further illustrated that the “BET” model which stand for “Behaviour, Effect and Thank you, is to be used for positive feedback while the ‘BEAR” model is for constructive feedback which is used in addressing negative feedback. Hams and Roebuck further encouraged that students should make at least 75% of their feedbacks to their peers’ positive than negative (Berry et al., 1996, cited in Harms and Roebuck, 2019:419).

Different feedback strategys have been used as efficent tools in the promotion of progress and improvement in the professional world (Baker, A. Perrault D. Alain, R., 2013). De Janasz et al. (2014) explains some positive outcomes that result from shariying, asking and getting feedback from others in within a workplace; such as improving and reforcing employee relationships, enforcing a gainnful comunication, promoting teamwork, and increasing the performance of employees. Specificly De Janasz et al. (2014) develops the idea that providing constructive feedback, sustained by strong interpersonal communication skills, enables the individual recognize their strengths and wiknesses in a clear and non risky way, in order to look for the most accurate plan to improve, and obtain significant and necessary behavioral changes. Everyday Feedback as part of an organization strategy help employees feel confident about their possition and process inside the company, and promotes a clear path to achieve personal and organizational goals (Baker, A. Perrault D. Alain, R. (2013); citado en Levy and williams,

Therefore, feedback is designed to provide useful information to participants to help develop and improve them as leaders. It should not be used to hurt participants or make them feel bad; however, feedback is needed for improvements and coaching in order to move them to the next level. According to Hughes, Ginnett, & Curphy (2015) “The skill of giving constructive feedback, however, inherently involves actively giving feedback to some else. Getting helpful feedback is essential to a subordinate’s performance and development. Without feedback, a subordinate will not be able to tell whether she’s doing a good job or whether her abrasiveness is turning people off and hurting her chances for promotion (p.444).”

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces

Accurate external feedback is essential to facilitate improvement in performance (Sargeant at al 2010). To achieve the best results not only feedback needs to be provided in a right way but also a person accepting the feedback needs to be receptive to it. Although I always maintained professional while receiving feedback and often actively sought feedback myself, I found challenging at a times to handle negative feedback.