When Employees at Work Dont Get It - Essay Example

Summary

Some argue that the more frequently one receives feedback, the more likely for her to change. In the paper "When Employees at Work Don’t Get It", the author finds out that feedback interventions do not always lead to performance improvements (Silverman, Pogson, and Cober 136)…

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Subject: Other
Type: Essay
Level: High School
Pages: 1 (250 words)
Downloads: 2
Author: shannastiedeman

Extract of sample "When Employees at Work Dont Get It"

However, there are individual and organizational level factors that if taken into account would increase the likelihood for an employee to change in response to feedback.

Individual precursors (IPs)

There are five individual-level precursors that, when present, increase the likelihood that an employee will change in response to feedback. The five IPs are: 1) Awareness; 2) Sense of Necessity; 3) Confronting Change; 4) Willingness for feedback; and 5) Development Orientation. The central IP is awareness. Awareness is what makes an individual acknowledge that a problem exists and that it calls for change. Sense of necessity is the recognition that a change in behavior is important and that it has to be followed through. Confronting change is an extension of awareness but with a greater understanding of the steps needed to change. Willingness for feedback indicates emotional readiness for feedback and openness to frank opinions from others. Development orientation involves believing in seeking development through trying new things and seeking learning opportunities (Silverman, Pogson, and Cober 141).

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