Health And The Focal Organizational Behavior

Feedback both positive and negative is important for personal development as it helps us to become more aware of what we do and how we do it. Both in good and bad ways, this feedback can then be used to self-develop and improve our practice.

Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and administrative theory.

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.

The facility must implement and encourage patient and staff feedback (Eligibility Requirements, 2018). Staff should not fear retaliation with feedback - especially when it is regarding the work environment and patient care (Eligibility Requirements, 2018). Some facilities use survey cards and online questionnaires for patient feedback. However, there are some staff and patient concerns which may need to be handled earlier than feedback is normally

Using feedback as a strategy will create growth within the organization both professional and personal.

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.

Surveys are solid ways of receiving feedback from customers to gauge performance and tailor to new trends and fashions. In the medical industry this method is sometimes overlooked but it shouldn't. Gamble (2012) suggested that " when designed and administered appropriately, patient experience surveys provide robust measures of quality, and efforts to assess patient experiences should be redoubled. " Fitzpatrick (1991) echoed these sentiments when stated

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.

In today’s health care system, “quality” and “safety” are one in the same when it comes to patient care. As Florence Nightingale described our profession long ago, it takes work and vigilance to ensure we are doing the best we can to care for our patients. (Mitchell, 2008)

In their article “Teaching the Art and Craft of giving and receiving feedback, Harms and Roebuck suggest that in every work environment, the process of giving and receiving feedback is very vital in addressing the performance of employees and managers. They claimed from their research that in view of the fact that there is no stipulated guideline in proving feedback, the use of a qualitative and quantitative form of feedback mechanism should be incorporated in daily learning by students. Harms and Roebuck suggest that emphasis should be placed on ensuring that feedback is a two-way communication (Krug, 1998, cited in Harms and Roebuck,

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

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

“360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers and customers” (Susan M. Heathfield. N/A). X amount of people will fill up an anonymous online or paper feedback form that holds questions with a wide range of workplace capabilities. These forms include questions which are measured on a rating scale and ask to provide comments. The person who is receiving feedback also has to fill out a self-evaluating survey which includes the same survey questions that others receive in their forms.

Accurate external feedback is essential to facilitate improvement in performance (Sargeant at al 2010). To achieve the best results not only feedback needs to be provided in a right way but also a person accepting the feedback needs to be receptive to it. Although I always maintained professional while receiving feedback and often actively sought feedback myself, I found challenging at a times to handle negative feedback.