Receiving Peer Feedback

In my point of view feedback is an essential tool for learners’ progress. If the student is not assessing their work then they are not learning and given feedback are vital to ensure best practice is maintained and the learners are achieving to their full potential.

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

Eunson (2012) states feedback is a two way communication between a sender and receiver that encourage a response. Constructive feedback is information specific, addressing issues or concerns that are based on factual observations and performance organisation orientated goals, not personal feelings (Baron, cited in Sommer and Kulkarni 2012). Constructive feedback aligns performance through praise or criticism (Baker et al.2013). Given in a timely manner, being aware of body language, tone and avoiding confrontational words demonstrates constructive feedback (Eunson 2012). Levett-Jones and Van De Riet (2015) suggest development of trust and respect between nursing colleagues can occur with open, direct and honest communication. Baker et al. (2013) maintains the importance of constructive feedback delivered with supportive suggestions ensures greater effectiveness in communication and encourages positive learning performance as an outcome. Baker et al (2013) emphasises that frequent and timely constructive feedback builds trust, reducing formality encouraging a feedback friendly organisation. In contrast, feedback not applied constructively or in a timely manner, causes anxiety and perceptions of a one way conversation, leading to feelings of mistrust and bias in the process (baker et al. 2013). Sommer and Kulkarni (2012) suggest that ways to avoid negative impact are through use of scheduled performance and appraisal development meetings. Baker et al. (2013) suggest implementing mentoring novice program, providing learning opportunity while establishing good interpersonal relations. What is more, constructive feedback is also very useful in Nursing. As stated by Ali (2013) a benefit of constructive feedback is increased reliability in employees. Through use of structured performance

I wish I had received peer feedback that was as thorough and detailed as I had provided for one of my peers. I feel that the feedback I received was not adequate and was not beneficial which negatively impacted me. Because of the possibility of a lack of effort and detail by my peers, I feel that peer review assignments that directly impact a student’s grade, like this one, should not be required.

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.

When it comes to peers and their reviews as well as the critique to any presentations that I have done and will do in the future, I believe that peers definitely play an important role just because it tends to refer in different ways, especially when sharing presentations and overall work with actual peers it is always great to know that you will be receiving feedback that at the end can help me become a better presenter. Being a beginner and getting use to presenting, allowing my peers to give me feedback allows me to go ahead and fix possible mistakes as well as grow and improve on the way. Peers for me personally will always be seen as my actual audience that provide me with constructive feedback to allow me to get better at presenting at the end.

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.

Constructive feedback is just as important as it helps identify weak points whether it occurs on an individual level or at the level of a team. Guidance through mentoring and training sessions can be a useful tool to improve performance.

By encouraging others to give their feedback gives me the opportunity to see ways of improvement from a different perspective to my own. A colleague’s perspective may highlight work

It can also raise self-esteem and improve staff morale. When seeking feedback it is important to show that you are willing to listen and learn from others and that you are willing to improve continuously.

An editor is an employee who focuses on revising and improving the literary works of others. They work with journalists, authors, and freelance writers to help provide clarity and grammaticality. Editors work in the arts, audio/video technology, and specifically communication field which works to gather information and stories to share with the public.

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).”

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

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.