Feledback : Cositive Feedforward, And Positive Feedback

Praise and feedback should be used and given individually. These two are different but yet the same. Providing praise can build students self-confidence whereas, feedback can have either a positive or negative outcome. With feedback we as educators need to monitor student’s behavior and performance as well. Both should be used before, during, and after a lesson or assessment is given to

* establishes a system of praise and constructive criticism - rewards and improvement; grows with the organisation

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

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.

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.

It is important to be objective when receiving feedback to possibly consider room for improvement. Sometimes you don’t see the errors or mistakes you missed; by receiving feedback you might be able to catch the errors or mistakes because the person that gave you the feedback caught. The one thing you need to consider is that all feedback may not positive. You need to keep an open mind and take into consideration that persons thought.

Every person needs to purposefully look at themselves and focus on their own changes instead of looking for and focusing on the faults of others. They should ask themselves if the comment is pertinent to work and if it is showing respect for the person they are talking about. Every individual has something to offer and deserves respect. When focusing on the faults of others an individual is not accepting their own. The more people that refuse to participate in the behavior, the less acceptable it becomes and the negativity stands out as unacceptable instead of being the

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.

Giving feedback to someone is like being supportive that includes positive and negative observations. However, it needs to be given in a concerned manner. When someone gives me feedback, I have the ability to do more research. As for receiving feedback, it gives he or she the opportunity to change and become more effective. Feedback helps people to become more aware of what is does, and how it needs to be done.

Feedback the process within which matter, energy, and information, as system output, provide feedback for corrective action to change, enhance or stabilize the system.

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.

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).”

5) Feedback refers to the degree to which a task permits workers to obtain evaluation about their work. Workers enjoy hearing when clients are really pleased with the quality of their work and regular information of this type leads to more motivated employees. High feedback: A salesperson delivered a car to his customer after he tests it to confirm if it operates as it should be. Low feedback: An electronics factory worker who assembles a DVD player and then sends it to a quality control inspector who tests it for accurate operation and makes required alteration.