For my paper, I decided to research giving and receiving criticism in the workplace. I thought that this would be an interesting topic to research because it can help me in a career later in my life. This information can help me learn how to take criticism and feedback from others in a constructive way that will benefit me and others that I am working for. This information can also help me give criticism and feedback to others in a way that is constructive and benefiting their work. Criticism in the workplace is essential because without it we would not know what we could improve on to create a better working and more efficient company. This is why all people should learn how to give criticism, and also receive it in constructive ways …show more content…
When we give constructive criticism, it is important to make sure that it is specific so the person knows exactly what to work on. Another big part of giving constructive criticism is making sure that it is considerate towards the other person. If you are able to make your criticism towards them kinder and more considerate they will be more willing to take your advice. In the workplace, this kind of criticism is essential because it will help your workers to be more efficient in their jobs. It helps them know exactly what they need to improve upon and what they already can do well. In another study, there were 106 undergraduates that had half receive deconstructive criticism and the other half receive constructive criticism on a task that they were assigned to. The half that had the deconstructive criticism reported that they set lower goals and reported lower self-efficacy on the other tasks that they were assigned. This was a big comparison to the half that reviewed the constructive criticism. The half that received the constructive criticism had set higher goals and they reported higher self-efficacy on the other tasks that they were assigned (Baron, 1998). This study was able to prove that constructive criticism really can and does help improve the abilities of …show more content…
It can be the difference between a successful company or and unsuccessful one. From the two studies I talked about above, it has been proven that constructive criticism works the best if you want to see good results. However, there are specific guidelines that are important to follow when you are trying to critique someone else. You must be considerate to them and be very specific about what they need to fix or improve upon. Like the undergraduates in the studies, if deconstructive criticism is given to a worker, it will only drive them to be less efficient in their work. They will only end up getting into habits that are not beneficial to them or the company, but constructive criticism has a much better effect. In the studies, the undergraduates that received the constructive criticism were able to have more confidence in themselves and their work. They were able to make higher goals for themselves and were much more likely to reach these goals because they had positive feedback from a person that they felt believed in them and what they could accomplish. If supervisors and bosses could use this kind of criticism over the much more used deconstructive criticism, it would increase the efficiency of their workers, and therefore their company. They would be able to accomplish so much more in their companies if the proper steps were followed to help their workers improve upon their skills. When a boss uses criticism in their
To encourage open conversation managers have to remove the preconceived notions of their subordinates that the review process is a one-way dialogue. Using grading scales made the employees focus mainly on the marks they were receiving instead of involving themselves in what the marks meant. This caused employees to only argue their stance when there was a lower value assigned to their performance than they expected, thus eliminating productive conversation. Eliminating the grading system and introducing the Socratic Method to foster constructive collaboration between manager and subordinate creates a constructive and positive performance evaluation. The purpose of “broader two-way exchanges” Martinez explains, is “to focus more on development, as well as to initiate more open and honest conversations.” (p. 2)
Evaluation can be crucial part of employee development, it let employee know where they are currently and where they can improve and it outlines what is expected. This can give a sense of purpose. Some of the cons are they that if they are not done appropriately or too generalized it can make the employee feel lost an unfulfilled. You can make it so the goals are basically unachievable giving a sense of powerlessness. I don’t believe this statement is completely true, I believe
Stosny states that “criticism fails because it embodies two of the things that human beings hate the most: it calls for submission, and we hate to submit and it devalues, and we hate to feel devalued” (Stosny). Furthermore, he argues that criticism is used as a form of “ego defense” when we feel devaluated by behavior or attitude as opposed to disagreeing with their behavior or attitude (Stosny). Tony Schwartz, author of the article “There’s No Such Thing as Constructive Criticism” for HarvardBusinessReview.com, says that criticism “challenges our sense of value” and “implies judgement and we all recoil feeling judged” (Schwartz). Schwartz reiterates the point that constructive criticism is a useful tool that isn’t working or doesn’t exist simply because people don’t know how to properly give or receive constructive criticism. To prove this, he lists three reasons why we assume constructive criticism doesn’t work while in reality it actually does. “The first mistake we often make is giving feedback when we are feeling that our own value is at risk. That’s a recipe for disaster, and it happens far more commonly than we think, or are aware” (Schwartz). To summarize this reason he listed, Schwartz states that when we feel like we’re being
In the workplace feedback is given among employees or from leaders to employees. A performance review is an example of how employers can provide constructive feedback to their employees to help them identify their strengths and weaknesses to assist them to improve and develop the necessary skills to be successful within the organization. For information on how to provide better feedback, please visit: http://www.dummies.com/how-to/content/giving-constructive-feedback.html
When many people write, including myself, they get attached to their writing. Although writing can be a personal thing, I’ve learned that it is important to step away from your paper, and take the feedback on an objective level. The first time I got feedback, I had an overwhelming urge to defend myself. I remember reading that my introduction wasn’t complete, and that my evidence wasn’t properly introduced. I wanted to walk up to those who critiqued my paper, and spit right in their faces. ‘How dare they say bad things about my paper?’ I thought to myself. From here, I went back into my essay, and looked at what they had told me were errors. It was then that I realized that they were right. My introduction needed more background information, and my evidence should have had more of an introduction. They weren’t trying to be mean; they were just helping me receive a better grade, by looking at my essay through an objective view. Now, I go out of my way to ask people for feedback, and tell them to be honest. I want my paper to be the very best it can be, so it isn 't helpful when people hold back. I now understand that those giving feedback aren’t insulting me, or the paper; they are just suggesting ways to improve, or enhance my ideas. Giving and receiving feedback is a hard, yet important skill to learn, and hope to continue improving in this
Feedback is a positive way to decide if your communication is effective and potentially useful. To get feedback, you could ask a colleague to watch over your discussions and ask them what you need to improve on and what your qualities are. You can also record your discussions and get multiple feedback by sharing your video among staff.
(Chap 10) Soliciting feedback is needed to not only improve oneself but also performance and relationship between family, friend, co-workers, etc. I remember when I was little, I would always eat and would be bigger than the other kids in my grade. I hated when people or my family would tell me to lose weight because it hurts my self-esteem. However, if it weren’t for those feedbacks about my health, I think I would not be aware of how I would have many heart problems or diseases in the future. I’ve became more aware of how I am and started to pay attention more to what I eat and how I exercise. By being more aware of health, actions, etc. people are able to be more positive and learn to value opinions and take action. Self-assessment is when using self-inquiry and reflection in order to gain insights into oneself. Especially when reflecting on certain actions and feelings within the team. When I need calm down or reduce my stress levels, I would meditate or paint to relieve myself. Exercising also helped me to increase my endorphins, especially when there’s so many assignments or in need of a break. People adapt more to reflecting themselves would become more satisfied about
Criticism is something that we all deal with daily and many of us believe that when we give criticism we are expertly doing so but as we receive criticism we tend to believe the other person is degrading us personally. Since criticism is mainly to judge merits and faults of a person or their actions, it is natural for us to feel defensive as we act the way we do based on the knowledge we have and we feel that the criticism questions our knowledge. Many of us may see criticism as such and act defensively towards it but according to an article called Giving and Receiving Criticism the author Sue Hadfield states, “Constructive criticism, however, can be helpful and lead to better working relations.” (Hadfield, 2013) With this in mind we can process that criticism can be used to give feedback to better ones position or knowledge in that which is being criticized. But how do we give criticism while staying in the favor of the criticized and when receiving criticism how do we differentiate between constructive and destructive criticism? Continuing in the article the author presents certain...
For example, you set a goal to exhibit a more positive reaction to someone's criticism. You then monitor how well you do the next someone gives you constructive criticism. If you don't react positively, begin the process over of reinforcing the desire to substitute a more positive behavior, set a new goal (such as "The next time I'm criticized, I will listen and ask for ideas on how I can do better."), and monitor how I do.
In this chapter, I learned new ways to give and to accept feedback. Personally, I like getting feedback. I like it because it allows me to improve on my work. For example, whenever I write essays I like to have another person look at it so they can catch any small, or even big, mistakes that I may have done. This chapter also taught me that too much negative feedback can really take a toll on a person negatively. When you give somebody too much negative feedback, that person can start to think that they’re doing everything completely wrong and can really be detrimental to their self-esteem. To give good feedback, you should give the person more positive feedback than negative. You should use constructive rather than destructive feedback. Constructive feedback is more information specific and issue specific based on observations without using judgement. Destructive feedback is full of judgement and isn’t helping the person learn. When you get the feedback, it is best to reframe it and then reconstruct it to your advantage. Getting feedback is always a good tool to get but not when it only contains
Two key concepts are behind the model. First, trust is built through the disclosure of information about oneself. Secondly, through constructive feedback from peers and subordinates, leaders can learn about themselves and deal with personal problems or faults. This feedback, if given in a constructive manner, can help organizations build teamwork and create...
The book I'm a Stranger Here Myself, written by Bill Bryson, is based on a collection of written articles. Bryson writes about everyday events and shows their negative qualities through whining or creative criticism. He attracts the readers' attention by writing ideas that relate to a normal persons life. His methods are very powerful because it attracts his main audience of common people through his simple vocabulary use and everyday middleclass situations. Also between his "complaining" he throws in little jokes that make his stories entertaining. This makes the reader continue reading because it constantly grabs their attention. Another reason of why Bryson's style of writing is very effective is because all of his stories have a main theme that gives a strong and important message to the reader. Some of these messages may be a little controversial to some readers but are very thought out and well explained.
is supposed to lead. People feel bad when they are criticized, not good. When employees are criticized they tend to react negatively and become withdrawn rather than stepping
In this paper I will be explaining criticism and how to accept it in the work place. Criticism is something everyone will experience in their life. Criticism is will take place in many different settings and during a variety of circumstances. It will often come in one of two forms positive or negative. How you choose to accept both forms of criticism depends heavily on you but also on the person giving the criticism. Some people are naturally very critical and may be unware of the criticism that they are giving.
...he workplace. Individuals face many barriers and challenges along the way, however, the development of effective skills such as communication, self-reflection help overcome these. Individuals with positive attitudes are also more likely to succeed as shown through studies as they have greater power of resilience. Intrapersonal perception forms the foundations for success, but it is a better understanding of social interactions that combines with personal perceptions to achieve individual success.