Decision And Delivering Feedback Is Important For Individuals And The Organization

This is a lot about creating the safe and secure environment for feedback. On top of this, you need to ensure you don’t just reward positive feedback. Whether or not you receive negative or positive feedback, employees need the input is welcomed.

3600 feedback is a process in which someone’s performance is assessed and feedback is given by a number of people who may include their manager, subordinates, colleagues and customers (Michael Armstrong 2009:644). The debate surrounds a point of whether it offers a means of overcoming the traditional limitations of appraisal.

Employees usually want to receive feedback on their performance for certain reasons such as for improving their performance. DeNisi & Kluger (2000) herald that it is widely accepted that feedback is an essential component of an effective performance improvement strategy as individuals learn on the basis of receiving feedback on their performance. Moreover, performance feedback increases job satisfaction and motivation among the employees (Hackman & Oldham, 1980).

The employee should know where he/she stands in obtaining performance goals. Thus, providing feedback is an integral part of the task. The feedback should be delivered to the employee to motivate the employee but also help him/her identify any weakness in his/her performance and to help contribute to growth. The employee should leave the appraisal with knowledge of what he/she specifically needs to improve on

Feedback- This area refers to the ongoing information that employees receive in the performance of their jobs. At my job, we receive feedback, letting us know that we exceeded the standards for call wait times or if we have not met this standard. Feedback also goes back to the management in that they become aware of the situations.

When utilizing feedback as a way of measuring effectiveness of the organizational change it can be by way of surveys from staff, meetings, questionnaires and so on. Feedback helps to communicate ideas better to management so that quality care can continue to improve and goals can continue to be reached. Feedback is used by managers as a tool to respond to and to anticipate changes (Spector, 2010).

Discuss the importance of receiving and responding to feedback on your scholarly writing. What you have learned about the scholarly writing process up to this point in your academic career? And how will feedback and peer-review help you to write a critical review of the research literature?

I found preventative feedback under interpersonal communication to be the most important concept from module three. Preventative feedback is feedback you give that zeros in on the prevention of negative behaviors. We accomplish this by letting our subordinates know what is expected of them, and the repercussions of what will happen if the standards aren’t adhered to. I feel this concept is the most pertinent to me because, it’s crucial that we establish the expectations and standards for our subordinates. There are three basic ways to apply the preventative feedback concept. First, perform it in the means of an initial feedback, and as the midterm feedback. By performing it in these two instances it provides an initial baseline of standards

Next, the 360-Degree Feedback is also used to measure an employee’s performance. Through research, the 360-Degree Feedback sole purpose as David Bracken states is to “be seen merely as a tool or used as a one-time event. Rather, it must be understood as part of an ongoing process of assessment, performance evaluation, and discussion of performance with supervisors, subordinates, peers, and others.” More so, the 360-degree feedback is useful when considering the employee’s feedback and leadership skills.

360 degree feedback system as a performance evaluation tool as long as the understanding of its intent is understood. “There are three key steps in the successful implementation of 360 degree feedback systems in an organization. The three steps are that it must fit the organizations culture, make it psychometrically sound, and used with care” (“Best Practices”, 2012). It is also important to train the feedback providers to be sensitive, respectful and polite. Treating employees in a friendly and respectful manner and offering constructive advice will make them more open to accepting the performance

360-degree feedback also known as multi-rater feedback is a performance evaluation test where employees get anonymous feedback from their co-workers. Employees can recognize their strengths and weaknesses though this method of assessment. The paper will look at the mistakes that people make in formulating a 360-degree feedback and appropriate use of the 360-degree performance evaluation test.

The Community College of Beaver County uses a variety of methods for communicating with employees. Electronic mail (email) has become an essential tool for accomplishing the College’s day-to-day activities. Another form of communication is the CCBC Insider, a monthly college-wide publication to provide information to any changes and events on the campus. Effective communication helps to identify and manage conflicts and working towards the goal of a mutual agreement for both parties.

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

Out in all types of industries there are numerous ways to know employees performance, involvement and commitment with their work. One of these ways is the 360-Degree Performance Appraisal, or also known as 360-Degree Feedback. As defined in the course textbook, Organizational Behavior by Colquitt, “the 360-degree feedback approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behavior” (Colquitt, pg 50). Furthermore, a better definition from CustomInsight.com defines 360 Degree Feedback as “a system or process in which employees receive confidential, anonymous feedback from the people who work around them.” This website uses a words that I believe are very important to point out, that being the words ‘confidential’ and ‘anonymous.’ Since the feedback given for a specific employee or coworker are anonymous, this gives this person’s peers to be able to give, if done right, a more accurate feedback of their performance, with the knowledge that whatever they say is being kept confidential and from an (almost) ‘unknown’ sources.

Feedback: A continuing source of information concerning the relationship with the external environment used to make the necessary change in order to survive and to grow.