Reflection Paper On Cybernetics

|With group learning, peer assessment can also be utilised which can be a valuable tool. Some learners will respond better to feedback |

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

I thought that this was interesting because I never considered myself to have this skill. This is because I have always felt that I am not good at telling people’s emotions in situations. I have even had people years ago who told me that I am not good at reading people’s emotions. Therefore, after being told that many times, I started to not include it in how I want others to see me (positive face). I am have gained the skill over time but I still believe that I do not have that particular interpersonal communication skill. While this is not a bad skill to have, it did threaten my positive face. It threatened my positive face because this is not a skill that I would like to have others seen me have. I would rather people see me as kind or helpful instead of the being able to read people’s

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.

It is always my aim to ensure that feedback is timely and given in a constructive and sensitive manner; and my approach can sometimes be influenced by what I have learned during initial assessment; and as I develop relationships with the learner. I have recently made efforts to encourage my learners to reflect and to self-assess their performance. I feel that this helps to pave the way for me to feedback to the individual and to reduce the risk of de-motivating them.

Avoid Sarcastic Remarks - If a child loses a game or fails a test, find out how he or she feels about the situation. Children may get discouraged and need a pep talk. Later, when they are ready, talk and offer assurance.

The group introduced ideas from cybernetics and general systems theory into social psychology and psychotherapy, focusing in

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.

Negative feedback is not easy focus on the behavior (activity) not the person. Be specific when explaining why the behavior is a problem. Express opinions as opinions not fact, anticipate reactions, and focus on the future. Remember in order for a feedback culture to work, employees must trust their leader, have a clear purpose, trust co-workers, take part in decision making, and feel safe.

Sanders (2011) argues that “By talking about ourselves as honestly as we can in a safe environment and listening to the feedback from others, we can check whether the view we have of ourselves is the one received by others” (Sanders, 2011, p61). Feedback not only raises our awareness to what we say but, and perhaps more importantly, how we say it - our non-verbal communication. The influence of non-verbal communication on a clients view of their counsellor can be taught, but I was amazed at just how unaware I was of my own body language. During my first few triads I could not control my hands, eventually opting to sit on them which was perceived as uncomfortable and a result of my nervousness. “Receiving feedback gives us a chance to change and modify in order to communicate more effectively” (Tolan & Lendrum, 1995, p30) and creates awareness of the importance of effective communication when building a genuine relationship with your client. Receiving feedback can also raise our awareness of the value of receiving genuine feedback itself, as well as a need to sensitively communicate feedback to others. This also creates a greater sense of empathy toward others.

This is important because feedback is essential to leaders and managers in light of the fact that workers' activities and practices eventually decide the corporate society and accomplishment of an organization (Harms and Roebuck, 2010). However, Harms and Roebuck recommend a significantly more reaching approach called the “BET and BEAR” model which according to Berry et al. (1996) is an effective mechanism for providing positive and constructive feedback. They further illustrated that the “BET” model which stand for “Behaviour, Effect and Thank you, is to be used for positive feedback while the ‘BEAR” model is for constructive feedback which is used in addressing negative feedback. Hams and Roebuck further encouraged that students should make at least 75% of their feedbacks to their peers’ positive than negative (Berry et al., 1996, cited in Harms and Roebuck, 2019:419).

Cybernetic is the ability of a system to regulate itself through feedback loops. Ecological systems are cybernetic systems given that they are self regulated or controlled

All cybernetic systems are teleological; they exist to achieve a specific purpose or fulfill a specific agenda. The system is comprised of interdependent subsystems, that collectively influence each other and function towards the system goal. The system self-evaluates this progress, communicates the results to itself (feedback), autonomously self-corrects as needed, and feeds back into itself, to begin the process anew.

Feedback-seeking behavior (FSB) refers to individuals’ search for evaluative information about their performance, internal processes and other behaviors for attaining valued goals (Crommelinck & Anseel, 2013; De Stobbeleir, Ashford, & Buyens, 2011). FSB is one of the proactive behaviors whereby individuals preemptively seek for feedback either by directly asking or indirectly observing cues in the environment to infer from them (Ashford, De Stobbeleir, & Nujella, 2016). Accordingly, team FSB can be defined as team members’ collective search for evaluative information about the behavior and performance of individual teammates and the team as a whole (De Stobbeleir et al., 2011; Robison & Weldon, 1993). Intrateam feedback involves team members providing information about other teammates’ performance and/or asking input or guidance about their own performance (Dickinson & McIntyre, 1997).

I believe research is an extremely dynamic process. As time passes, certain areas of research are becoming more salient, while others require less attention. My areas of research are in mechanical systems and solid mechanics. My general research question is how the modeling and designing of components and systems can support engineers toward a sustainable design of products or systems in energy and transportation applications.