1. Giving Corrective Feedback

1. Giving Corrective Feedback - Performance Management...

Info icon This preview shows pages 1–9. Sign up to view the full content.

View Full Document Right Arrow Icon
Performance Management Process (Performance Management Cycle) Stage 1 Planning the Performance Stage 2  Supporting the Performance  Stage 3  Quarterly Formal Performance  Rating Stage  5  Administrative Decisions [Ability to do x Work Effort x Opportunity to do] Collection of information about  performance  level and comparing  the performance outcome with the  desired ones Revisiting the support functions Stage 4  Integration of the quarterly reports  to  work out average score and assign  rating Identifying cause of less than optimum  performance if so. Taking developmental & motivational  measures  Giving face-to-face informal feedback Defining performance goals on the basis  of job profile
Image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Role of Feedback in Performance Management Research has consistently shown that feedback has strong positive effects on the performance. The primary role of feedback is in terms of ensuring control where it helps employees to keep work-related activities directed toward desired goals.
Image of page 2
It means feedback is so essential that without it goal setting is likely to have little if any sustained impact upon performance.
Image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Performance Feedback Window Known to Employee Open Area Hidden Area Blind Spot Unknown Area Not known to the Employee Known to the Supervisor Not known to  the Supervisor
Image of page 4
Feedback as tool of Performance Management Known to Employee Open Area Hidden Area Blind Spot Unknown Area Not known to the Employee Known to the Supervisor Not known to  the Supervisor Self-disclosure Performance Feedback Mutual Discovery
Image of page 5

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
Issues with Corrective Feedback as a tool of Performance Management Feedback issues at the employee level Feedback issues at the supervisor level
Image of page 6
LM’s issues with Corrective Feedback as tool of Performance Management In the absence of any specific request for it, the supervisors usually withhold the corrective feedback until the problem in question exceeds some threshold of severity.
Image of page 7

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
The location of the threshold at which negative feedback is given, is a net effect of the relative strength of the situation’s demand to give negative feedback and the LM's personal reluctance to do so.
Image of page 8
Image of page 9
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern