Evaluation Of A Positive Feedback Essay

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

It gives the opportunity to provide structured feedback and reflection and recognise ay achievements as well as identify any performance issues.

Feedback is perceived as more valid and objective, leading to acceptance of results and actions required (Michael Armstrong 2009:646).This implies

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.

Directive types of feedback are used to provide clues that the quality assurance staff can use to device the best possible course of action. It is helpful in creating a non-confrontational and non-threatening environment from which to create positive change. Developmental types of feedback are similar to directive types, in that they empower the internal assessment and quality assurance staff to make decisions. Likewise, guidance is a good way to help steer quality assurance staff in the right direction. When it is strategic, signposting can also be helpful for improving quality outcomes.

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

Positive feedback is easy and motivational it is as easy as telling a co-worker “job well done” (Employee Feedback-How to Build Staff Morale and Grow Your Business). Thank people for a job well done. “Thank You” takes very little effort feeling valued and appreciated helps moral and self-esteem. Congratulate a person for taking initiative and for solving the problems for others. Discuss career opportunities even if they are outside of the current workplace. Celebrate successes as a team.

The paper will examine and appraise a teaching session that I planned and implemented as a nursing student on a cardiology ward, in the form of a reflection what? So what? Now what? (Bortons, 1970). The aim of the teaching session is to provide up to date and relevant information to enable individuals to make an informed choices on there nutritional intake.

I believe it is important for any student who wants to do their best in a class to take a moment to evaluate their own work to determine the rate their writing is progressing and how they can continue to advance their writing. When I looked through my own work I asked myself “what have I learned this semester?” and “what do I still need to learn in order to improve my writing?”. Answering both these questions will help me with my last step of my self-evaluation, developing a plan to learn new skills.

“Now We Can Begin” an essay by Crystal Eastman is a very powerful essay. Eastman makes the point know in her essay that an honest and true feminist no matter where she stands in the movement she will see to the woman’s fight with strength and courage and how it  matters in the future and as well as its difference in its approach for the workers fight for industrial freedom. Eastman state “In fighting for the right to vote most women have tried to be either non-committal or thoroughly respectable on every other subject. Now they can say what they are really after; and what they are after, in common with all the rest of the struggling world, is freedom”

Now that I have completed the Johns Hopkins University Center for Talented Youth course Crafting the Essay, I feel I have tremendously grown as a writer. Even after submitting the first assignment, I looked back at a position paper I wrote for school that I received an A+ on, yet I saw several flaws I wished I had changed.

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).

Team FSB constitutes goal-oriented behavior where team members aim to improve their chances of attaining their valued objectives, such as skill development, improved performance, citizenship behavior, or creativity (Ashford et al., 2016; Crommelinck & Anseel, 2013). Thus, contrary to the traditional belief that depicts feedback seeking as a strategy to conform to the requirements of the environment (Parker & Collins, 2010), here feedback seeking is used as an individual and/or a team resource that can help individuals and teams to achieve a variety of outcomes

Employees are happier when they feel that they are rewarded fairly for the work they do. Always acknowledge employee responsibilities, and the effort they put on, and the tasks that they have done well.

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