Explicit Feedback And Their Affective Assessment

Watching stocks is like an emotion roller coaster. Average investors are not competent in making smart decisions with the influence of such mood swings. This is why financial consultants advocate for passive investing in stocks in a long term. Essentially, set it and forget it. As we can see, unprocessed emotions push people to make unwise and irrational choices. Therefore, stock traders need to go through rigorous trainings to learn to control their emotions via psychological training. Trading psychology, in essence, is the study of ideal psychological mindset for trading and how we can achieve it.

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?

Unit 9: Mini-essay: Examine the different methods for giving constructive (practical) feedback to learners and discuss how these can motivate learners.

Currently people see me as an informal leader that has high personal standards. I am seen as honest, trustworthy and dependable. I am also seen as someone who does not always stand up against others to make them responsible for their own actions. People do not always feel that I give feedback in a way that enhances performance. In my future nursing career as an APN, it is important that I provide prompt honest feedback to my patients regardless if it is a difficult discussion.

What is the name, acronym, and publication date of the assessment? The name of this assessment is the Behavioral Assessment System for Children - Second Edition. It goes by the acronym of BASC-2 with a publication date of 2009.

In the article, “ Is Positive Feedback a Forgotten Classroom Practice? Findings and Implications for At-Risk Students” written by authors Sprouls, Mathur, and Upreti, the authors set out to examine the current state of classroom feedback practices among teachers. Their findings were quite harsh. They came to find quite a lag in positive feedback with students who are most “at risk”. These students who are classified as at risk, are most commonly students who have emotional and behavioral disorders or EBD. In the study, a pool of 56 teachers were recruited from 8 various schools and were asked to implement student risk screen scaled tests. In this observation, teachers were being observed and coded by the amount of reprimands, ultimatums, consequences,

List some examples of feedback conveyed by an audience, and identify each one as positive or negative.

The feelings of others are usually unknown, and when told can cause tension between the people who conversing. I picked receiving feedback as my assignment since I am curious by nature, and felt it would be interesting to see what the people close to me think of my actions and my personality. I had my husband, brother, best friend, mother-in-law, and sister-in-law answer the feedback questions that were given.

I plan to revise my paper to ensure that the message I was trying to convey gets across efficiently. To ensure that the modifications I make in the plan are efficient I will need to make these changes in my paper:

5/ Prompt, specific and constructive feedback on student performance and adapting instruction to meet identified needs: “Feedback or knowledge of results is the lifeblood of learning.” (Derek Rowntree) Timely and effective feedback is necessary to help students evaluate their work and identify what or how to improve. The feedback “should relate to the learning objective, pointing out success and improvement needs. It should offer clear guidance on how work can be improved, the next step in learning and how pupils can take them” (http://www.journeytoexcellence.org.uk/resourcesandcpd/research/summaries/rsassessment.asp) Providing immediate verbal feedback or brief written comments, can help to promote more effective learning as it is informative,

The interpersonal communication skill of feedback is essential for hospital nurses to give a suitable care to each patient because it enables the nurses to learn, and improve their motivation, performance and efficiency that assist to achieve their goal which is to help the patients heal. The interpersonal communication skill of feedback is a system of conveying information between two people regarding the receiver’s performance (Baker et al. 2013). In general, feedback is employed to deliver information about interim objectives and recent behaviour or performance, and to guide individuals on expected enhancement and outcomes for the organisation (Baker et al. 2013). Receiving feedback provides individuals with information on their strengths and weaknesses, which allow them to have an opportunity to build self-improvement plans if the individuals are willing to change their behaviour or performance (De Janasz et al. 2014). Suitable feedback within an organisation results in positive behaviour changes which improve efficiency of the organisation (Baker et al. 2013). There is evidence showing that supportive feedback employments promote improved openness to feedback, increased feedback-seeking behaviour, and inspiration to use feedback and change performance behaviour (Baker et al. 2013). When nurses identify feedback as a helpful resource that can enhance the quality of care, feedback can lead to an outstanding advancement promoting the nurses’ well-being (Giesbers et al.

My performance feedback assessment results revealed my self-perceived strength score of 6 and the self-perceived weakness score of 2. A 6/2 score suggests relatively strong feedback skills. The two items that I had identified as a self-perceived weakness were “evaluate the behavior” instead of “describing the behavior” and “tell the person what they should be doing differently” rather than “focus on the feelings the behavior evokes”.

My strong points when providing feedback is that I am supportive and honest. I deliver feedback using a positive tone focusing on the goals and objectives. I position the feedback from the stand point of what has been accomplished rather than what is pending. Then I look for the individual to gauge their progress and think about how they plan to solve any outstanding issues. I believe that this motivates the individual to do their best as they devise the plan to accomplish the goal themselves rather than by being told what to do. I celebrate individual, as well as group accomplishments. I am usually very explicit about the impact that they they have made. In some cases, monetary accomplishments as they relate to return in investment

Giving timely, appropriate, and effective feedback can be a challenge. The situation, environment, and the audience can also make the use of feedback either easier or much more difficult. As the manager of the department, I find this to be especially true. Some of the staff are easier to provide feedback to than others. Using performance feedback guidelines can make the process more effective and efficient. Some of the guidelines include that you should provide both positive and developmental feedback quickly and in private. Additional suggestions include that you:

Fear of Feedback by Jay M. Jackman and Myra H. Strober Reprint r0304h April 2003 HBR Case Study Keeping to the Fairway r0304a Thomas J. Waite First Person Leading for Value r0304b Brian Pitman Luxury for the Masses r0304c Michael J. Silverstein and Neil Fiske Tipping Point Leadership