Articles liés à Job Feedback: Giving, Seeking, and Using Feedback for...
Synopsis
Meaningful feedback is central to performance management. It guides, motivates, and reinforces effective behaviors and reduces or stops ineffective behaviors. However, while feedback is an important management tool, many people feel uncomfortable giving and receiving feedback. Givers may use this tool as a way to reinforce their self-image or manipulate how others see them rather than improve others' or their own performance. They may be destructive or hurtful intentionally or unintentionally, or biased by factors unrelated to actual performance and, as a result, convey useless information. Receivers of feedback may be apprehensive about being evaluated, defensive in the face of negative feedback, and/or apt to ignore information that could improve their performance.
This book describes how people give, seek, and use performance feedback. It examines processes by which givers of feedback perceive and judge performance, and outlines information processes by which receivers of feedback absorb --accept, deny, or ignore--and apply feedback. Formal sources of feedback are considered, including performance appraisal, multi-source (upward and 360 degree) survey feedback methods, and assessment centers. It also considers how individuals and groups receive informal feedback, including guidelines for how to give effective feedback under different conditions and how to hold people accountable for giving feedback.
Overall, the book shows how managers can be more effective in gathering and processing performance information about subordinates and feeding back this information in a way that is nonthreatening and leads to productive changes in behavior. It also demonstrates how employees can gather, accept, and use meaningful performance information to change their own behavior. In doing so, the book suggests how human resource practitioners and training professionals can help managers give and use feedback more effectively.
Les informations fournies dans la section « Synopsis » peuvent faire référence à une autre édition de ce titre.
Présentation de l'éditeur
Meaningful feedback is central to performance management. It guides, motivates, and reinforces effective behaviors and reduces or stops ineffective behaviors. However, while feedback is an important management tool, many people feel uncomfortable giving and receiving feedback. Givers may use this tool as a way to reinforce their self-image or manipulate how others see them rather than improve others' or their own performance. They may be destructive or hurtful intentionally or unintentionally, or biased by factors unrelated to actual performance and, as a result, convey useless information. Receivers of feedback may be apprehensive about being evaluated, defensive in the face of negative feedback, and/or apt to ignore information that could improve their performance.
This book describes how people give, seek, and use performance feedback. It examines processes by which givers of feedback perceive and judge performance, and outlines information processes by which receivers of feedback absorb --accept, deny, or ignore--and apply feedback. Formal sources of feedback are considered, including performance appraisal, multi-source (upward and 360 degree) survey feedback methods, and assessment centers. It also considers how individuals and groups receive informal feedback, including guidelines for how to give effective feedback under different conditions and how to hold people accountable for giving feedback.
Overall, the book shows how managers can be more effective in gathering and processing performance information about subordinates and feeding back this information in a way that is nonthreatening and leads to productive changes in behavior. It also demonstrates how employees can gather, accept, and use meaningful performance information to change their own behavior. In doing so, the book suggests how human resource practitioners and training professionals can help managers give and use feedback more effectively.
Les informations fournies dans la section « A propos du livre » peuvent faire référence à une autre édition de ce titre.
- ÉditeurLawrence Erlbaum Associates Inc
- Date d'édition1997
- ISBN 10 080582474X
- ISBN 13 9780805824742
- ReliureRelié
- Langueanglais
- Nombre de pages224
- Coordonnées du fabricantnon disponible
Autres éditions populaires du même titre
Résultats de recherche pour Job Feedback: Giving, Seeking, and Using Feedback for...
Image d'archives
Job Feedback: Giving, Seeking, and Using Feedback for Performance Improvement (Applied Psychology Series) London, Manuel
Edité par
Psychology Press, 1997
ISBN 10 : 080582474X
ISBN 13 : 9780805824742
Ancien ou d'occasion
Couverture rigide
Vendeur : CONTINENTAL MEDIA & BEYOND, Ocala, FL, Etats-Unis
Évaluation du vendeur 5 sur 5 étoiles
Etat : Used: Good. 1997 hardcover no dj former library copy stamp on edge clean text 211 pages--1 G-14. N° de réf. du vendeur 1122GCEKXLJ
Quantité disponible : 1 disponible(s)