Reflection Paper On Cybernetics

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

Participating in group activities have never really been my thing, but this project was a great experience. I got the chance to meet individuals with different problem solving solutions than I, and the people I communicate with daily. This project helped me gain communication skills amongst others when trying to make a decision, and the process of coming to an agreement. The knowledge, skills, and abilities I demonstrated throughout the weeks have grown and boosted my confidence when partaking in a group setting. I learned that people are easily offended and it may be hard to steer away from it, but it can be done. Teamwork has always been easy for me because I offer more help than needed to my teammates. The panel discussion taught me that not everyone one wants help, but the opportunity for their opinions to be considered. Each tool I have gained from this experience will make it easier for me to engage with others in the near future in a mannerly way whether it is for a grade or not.

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.

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

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.

In the beginning, I think I was better at giving than receiving feedback, whereas now I find I do both, equally (and strive

The project members were quickly able to establish group communication means using a messenger program, and the group resources provided by Blackboard, allowing for instant recognition of messages and/or questions as well as an increasing interaction among the members. The data collected and evaluated by one member could easily be shared, and built upon by the other members. A common goal was shared among the members, and every member contributed greatly to the

Overall, I am generally satisfied with the process for developing the project. If I had another chance, I would have made the project electronical rather than a physical project, and with more time, I would have liked to have made the questions even more fun and engaging by having more real-world examples and possibly more interactive activities. In this way the primary text would be more about applying rhetoric rather than regurgitating information. By making the project into a physical game, I think we lost some advantages in terms of including image and video examples in our questions. I think an electronical version would have made the project more versatile and visually stimulating. There are advantages to having a physical game as opposed to a digital game, such as the participants feeling more involved because they are physically playing and experiencing rather than observing for the most part.

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).

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).

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).”

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.

Video games can be used as instructional tools as well. They have positive elements and add value; they create a micro world of their own. The players act based on natural tendencies towards learning. Therefore, learning occurs while playing (Rosas et al., 2003).

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.