Martinez Juan P_Article Review 4
docx
keyboard_arrow_up
School
Liberty University *
*We aren’t endorsed by this school
Course
562
Subject
History
Date
Feb 20, 2024
Type
docx
Pages
3
Uploaded by ChefGoldfinchPerson628
1
Article Review
Juan P Martinez
Mary Lou Fulton Teachers College
Arizona State University
SPE 562 - Personnel Supervision and Organizational Behavior Management in Educational
Settings
CI: Julie Doherty July 29, 2021
2
Article Review II
Article Citation
Chae, S., Eagle, L.M., Johnson, D.A., Moon, K., Choi, E., & Oah, S. (2020). The impact of authority relations and feedback delivery method on performance (Links to an external site.).
Journal of Organizational Behavior Management, 40
(1-2), 140-150
Summary and Important Information
The article focuses in the delivery and effectiveness of feedback. A study was done between 120 individual who received feedback via 4 different methods. In person with a supervisor, an email by a supervisor, an in person without a supervisor and an email without a supervisor. Results demonstrated that in person constructive feedback with a supervisor geared higher morale and productivity average then the other pathways. Technology has change organizations in many ways, but the authors expressed their focus in not changing in person constructive feedback. The Authors also explain the benefits of having in person feedback. It allows for a more intimate discussion, facial expressions and body language all factor during feedback. The authors explained that organizations should not move away from in person feedback. Possibly other supervisor duties can be shifted electronically to allow to continue with face-to-face feedback. The research by Johnson, 2013 explains that face to face feedback allows for supervisors to speak to the staff member as a person and not in a scripted way. In way that allows for dialog and for feedback to be constructive instead of negative experience.
3
Questions
What will be some consequences of moving in person constructive feedback instead of virtual?
Are there currently any trainings recommended for organizations to train their supervisors in the effectiveness of in person feedback? Application and Reason Selected
When I complete my course and required clinical hours, I will supervise different staff members. I want to deliver personal, constructive feedback to my staff and help them improve their performance. Negative feedbacks often lead to unhappy staff and lower performance. A study by Greenbaum, Mawritz, & Piccolo, 2012 supported that staff members don’t leave their employment but their supervisor. I have worked for several organizations and experienced different ways of receiving feedback. For instance, in one organization my manager focused on what we did wrong and not correct. During my feedback, he pointed out all the incorrect things I was doing and never offered any type of improvement plan. To say the least, I was only at that job site for three months before leaving the company. In my opinion, in person constructive feedback is the best choice instead of written or other forms. In my previous role, my supervisor would sit with me and pointed out what I had done correct and the areas I needed to improve. He
offered different paths of improving my performance, either by an extra training or allowing me to sit with some one who had experience in that area. The article places strong emphasis in person feedback and I intent to provide in person constructive feedback to the staff that I will oversee. Positive interactions during feedback can create higher morale and contentment among staff members (Greenbaum, Mawritz, & Piccolo, 2012).
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help