Popular Misconceptions Of Feedback

The differences between effective praise and ineffective praise is that effective praise should be given in response to specific behavior whereas, ineffective praise is random or unsystematically. Effective praise “promotes on task behavior, is “helping students to persist when faced with difficulty, and “working better together as a group” (TCH, 2016).

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

Many people have significant difficulty in accepting criticism in any form, even where it is intended to be supportive and constructive. If we are aware that you are likely to have difficulty accepting criticism, we should try to prepare ourselves to view feedback from any source as precious and useful information that can add to our ability to reflect effectively on our work. This is not easy, but it is essential.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

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.

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.

Feedback is one of the essential aspect to detect faults in a system. In an industrial setting, the operator’s task is to classify items as ‘good’ or ‘faulty’ according to pre-established criteria. Executing an action and receiving feedback are two important variables affecting our ability to carry out continuous tasks. These are some of the examples of feedback which every individual receives in their daily life:

The purpose of feedback is to let me know what I am doing is correct or indeed incorrect as the case may be sometimes. It’s as useful to know you are doing things well and in the fashion expected as well as the areas that require amendment or improvement.

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.

By using feedback, we can be aware of our strengths, for example, a staff member says to you “you do (name)’s bath time routine really well”. This positive feedback develops confidence, competence and motivation and, for example, would make me want to do bath time routine more and do this confidently.

Reinforcing feedback has a strong positive influence on behavior. Most of us like to hear compliments and feel recognized. Reinforcing feedback will encourage us to do what we did more often, and

Heathfield, S. (2014). 360 Degree Feedback: The Good, The Bad, and The Ugly. Retrieved from:

When receiving negative feedback, avoid defensive reactions. Listen without interruption; however, clarify any misunderstandings. Ask questions to clarify what you did or did not do, ensure you heard correctly. Before taking action, ask for time to think and digest,

I find the ideas in this article very useful because before I started my MBA program, I have unknowingly practiced the “BET and BEAR” model in addressing my colleague’s performance. However, I have learned that for positive and negative feedback to be effective, it must be communicated directly as people would fully understand the reason for the feedback they receive (Asmuβ, 2008). Asmuβ’s argument supports

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).”