Occupational Therapy focuses on individuals who are seeking to recuperate from physical, mental, or developmental disabilities. The practitioners of Occupational Therapy, otherwise known as OT’s, specialize in improving the daily lives of others by helping to regain, adapt, or develop client’s activities (“About Occupational Therapy,” n.d.). The most effective OT’s serve a diverse population and utilize an understanding of sport and exercise concepts to provide effective care. Concepts that are especially pertinent to Occupational Therapists are the use of constructive criticism, empathy, and proxemics. Through the use of these concepts, Occupational Therapy can be further examined and possible improvements in the field can be made.
Feedback comes in many different forms and will first be examined to better understand Occupational Therapists and how they can best serve in their profession. Feedback is the positive and negative information that relates to a task and that is communicated by a significant other. The information that is received affects perceived competence and intrinsic motivation of the performer (Weinberg & Gould, 2011). Effectively utilizing feedback in most profession will help the process of increasing production and the quality of work that is being performed. For example, in a health related field, practitioners need to know how to properly give feedback for their intended outcomes to be obtained. If they are not able to, coworkers and clients will have a difficult time comprehending the changes that need to be made to reach optimal performance.
Although feedback can be divided into many subcategories, one of the most effective forms of feedback, if used correctly, is constructive criticism. Constructive cri...
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... constructive criticism, empathy, and proxemics are particularly pertinent to anyone who is seeking to improve their professional career. Communication is especially important as an Occupational Therapist who is seeking to create meaning relationships with clients, their family members, caregivers, and coworkers. In my future career as an OT it will be beneficial to remember that constructive criticism is not always the best form of communication, but can be a great tool to effectively portray feedback to an individual. Also, it should be remembered that empathy is a trait that can be enhanced through mindfulness training and that everyone is deserving of the same care no matter what their diagnoses. Finally, the nonverbal concept of proxemics should be kept in mind so that communication and therapy sessions can be fully optimized with the help of body positioning.
In this essay, the author
Explains that occupational therapy focuses on individuals seeking to recuperate from physical, mental, or developmental disabilities. the most effective ot's serve a diverse population and utilize sport and exercise concepts to provide effective care.
Explains that feedback comes in many different forms and will be examined to better understand occupational therapists and how they can best serve in their profession.
Explains that constructive criticism is one of the most effective forms of feedback, if used correctly. weinberg and gould (2011) give steps to make sure that thoughts and feelings are coming across in a positive and constructive manner.
Explains that baron's research confirms that constructive criticism is a beneficial tool when providing someone with feedback. his study had 83 undergraduate students receive constructive or destructive criticism of their work.
Explains baron's research that feedback and constructive criticism are important in not only current feelings, but also how situations are dealt with in the future. they can use this information to shape their communication with coworkers, clients, and caretakers.
Explains that empathy is a category of communication that focuses on noticing, identifying, and appreciating the feelings, emotions, behaviors, attitudes and intentions of others. empathy helps professionals establish and maintain interpersonal relationships with employees and clients.
Explains that beddoe and murphy (2004) affirm the claim that empathy is beneficial in the communication process and that fostering its usage is an advantageous practice.
Explains that the research by beddoe and murphy (2004) is particularly relevant to occupational therapists because they need to be empathetic to every client’s unique case.
Explains that the research used 92 occupational therapy students from monash university in australia to find the degree of empathy and attitudes they had towards different diagnostic groups.
Opines that the research conducted by brown, williams, boyle, molloy, mckenna, and lewis will remind them to not discriminate against people, especially while they are in the workplace.
Explains that a strong understanding of non-verbal communication can improve both the sending and receiving of messages.
Explains that body positioning is a subconscious action, but can be an excellent mode of nonverbal communication if used correctly. weinberg and gould (2011) term the study of how people communicate by how they use their personal space as proxemics.
Explains that berman and smith (1984) confirm the claim that proxemics is an important part of the nonverbal communication process. the study used 256 white adolescents and preadolescents.
Explains that berman and smith's research will help them become a more effective communicator. they will be able to set the appropriate distance between themselves and clients, caregivers, family members, and other ots.
Compares how castaner, camerino, anguera, and jonsson (2011) affirmed the claim that proxemics is an overlooked form of nonverbal communication and can be important in distinguishing great leaders from the average.
Explains that it is important to have a strong knowledge of your own nonverbal communication especially with clients who aren't verbal.
Concludes that the concepts of constructive criticism, empathy, and proxemics are pertinent to anyone seeking to improve their professional career.
Getting (and giving) feedback is one of the most crucial parts of good communication and is especially important for leaders who must be sure their messages are received and decoded by their audience. The sender of a message needs the response of the receiver in order to decide the effectiveness of communication. Because communication is a two way process, without feedback from both the receiver (and the sender in a constant loop), the message contents may be misinterpreted or lost. Feedback tells the sender whether the message is received successfully and/or whether the receiver liked it or not.
In this essay, the author
Explains that feedback is crucial to good communication, as it determines whether a message is received successfully and/or whether the receiver liked it.
Explains doug stone and sheila heen's view that feedback fulfills two human needs: learning, growing, being accepted, respected, loved, and feeling safe. leaders need to master this skill to support their efforts at persuasion.
Describes stone, d., and heen, s.'s comments on google talks at google.
Explains luft, j., and ingham, h. the johari window: a graphic model for interpersonal relations.
Explains how the johari window can be used to improve the process of giving and receiving feedback and enhancing communications between the members in a group.
Hathaway, P 1998, ‘Giving and receiving feedback: building constructive communication, crisp publications, viewed 28 April 2014.
In this essay, the author
Explains that listening, feedback, and assertiveness are highly important interpersonal skills to attain when working in the advertising industry because they allow for an effective and successful working environment.
Explains that listening is the deliberate, psychological process by which we receive, understand, and retain aural stimuli. good listeners do not speak while the other is speaking.
Explains that critical feedback by or to an individual or group ensures a higher rate of success in the workplace.
Explains that personal effectiveness and standing up for rights are vital in effective assertiveness in the advertising industry.
Explains that listening, feedback, and assertiveness skills are vital for success in the advertising industry. effective listening skills ensure a good relationship between co-workers and maintain good posture and behaviour.
Analyzes beebe, s 1976, ‘effects of eye contact, posture and vocal inflection upon credibility and comprehension’, published by the university of miami, viewed 28 april 2014.
Explains eunson, nash, potts, ellis, and weger jr.
Explains that leaving the advertising industry?, journal of advertising education, vol. 17, no. 2, pp. 17-25, viewed 22 march 2014.
The article discusses ways to improve feedback as a receiver. It also showed ways for the feedback giver to value feedback. Topics covered included the three important ways of becoming a good receiver and the reasons why we as human beings reject feedback in the workplace, as well in your relationship. It gave techniques to use to make the most out of feedback was was given and ways to be a good receiver (Stone & Heen).
In this essay, the author
Opines that difficult conversation 2.0 would be a great start in improving the workplace and developing areas of growth.
Opines that feedback as a gift would help developing managers learn to speak professionally without hidden meaning.
Explains that the article focuses on the role of feedback while improving employee performance. it states that giving both positive and negative feedback can improve a person's performance when expressed.
Explains sadri, seto, and stone, d., respectively, in max performance and feedback: industrial management, jan.
Provide Feedback. Feedback helps an individual to determine their weakness and strengthen their potential. It is essential for a mentor’s personal growth and career development.
In this essay, the author
Opines that criticism is necessary, fulfilling the same function as pain in the human body. it calls attention to an unhealthy state of things.
Advises that if a mentor is unable to accommodate your schedule, you must notify him/her and the eoro coordinator.
Explains that a peer mentor builds trust by providing encouragement, support, and guidance to enhance the character and competence of the mentee.
Recommends building self awareness, values, empathy, and capacity for respect from mentors to enhance personal, academic and professional growth through constructive dialogue.
Therefore when providing feedback it is important that it is constructive so that it motivates and encourages the individual. Even negative feedback, if delivered in the correct manner can be useful and encourage an individual to make a positive change. Whereas negative feedback delivered in an inappropriate manner can have the opposite effect to that desired in that it de-motivates the individual.
In this essay, the author
Explains that induction training is the process by which individuals are introduced to a company or organisation and familiarised with the relevant policies, procedures, and goals.
Explains that romec's procedure for inducting a new employee lasts for twelve weeks. a document, ‘induction guide to best practice’ (appendix 1), is available on the intranet.
Explains that it ensures that all policies and procedures are communicated to all employees accurately and in a consistent manner.
Explains that the coach needs to understand the current situation in relation to the goal.
Explains that the client needs to identify all possible options and discuss them to help identify the best one.
Opines that the coach needs to get the client to identify and commit to the next steps or actions required to achieve their goal.
Describes the outline plan for a short coaching session developed using the grow model.
Explains the importance of providing feedback when coaching an individual or managing or leading a team.
Opines that constructive feedback motivates and encourages the individual, whereas negative feedback can be useful and motivate an individual to make a positive change.
Explains that on an employee's first day, it is expected that they are met by their line manager and have their initial day induction.
Opines that a successful induction can help new employees feel valued and valued by the company.
Explains how the grow model can be used to help structure a coaching programme. it does not assume that the coach is an expert in the task or skill to be coached.
Those that receive feedback tend to use that information to progress toward their goal and what they want to do. While working as a cashier for the first time there were several skills I had to learn and pick up on quickly, once I did that I was placed under review. This allowed me to receive constructive criticism from my coworkers and manager that would help me reach my goal. This systematic approach involves the goal setting with a management by objectives program. “Management by objective (MBO) is a program that encompasses specific goals, participative set, for an explicit time period, with feedback on goal progress” (Robbins & Judge,
In this essay, the author
Describes their first job as a ticketing cashier, where they valued every dollar and cent. the highlight of their job was meeting new people from all over the world and earning incentives for upselling and exceeding customer standards.
Explains that there are three theories that can be offered to explain the process by which we acquire patterns of behavior. social learning is the view that we can learn through observation and direct experience.
Explains that the goal-setting theory was presented by edwin locke in the late 1960s as a major source of work motivation.
Explains how mutual accountability and hesed can strengthen the group from a covenantal perspective. both attributes set the stage for active dialogue, "big picture" thinking, and participatory decision making.
Feedback is taken from the appraisal as a tool to develop the employee. Often an employee will be asked to conduct a self-evaluation and the have a meeting with their manager to discuss how the manager’s evaluation may
In this essay, the author
Explains that employee performance appraisals are used to develop an action plan for each employee’s career goals. they assist employees and their employer in determining weaknesses and setting future plans for desired positions, education needs, and career advancement.
Explains that feedback is taken from the appraisal as a tool to develop the employee. employees are asked to conduct self-evaluations and have meetings with their manager to discuss how the manager’s evaluation may differ from their thoughts.
Explains that appraisals are often ranked on a best-to-worst scale, and companies use this scale to determine which employees have development potential or may need to be let go from their positions.
Explains that ranking tools can be used to eliminate the poorest performer while retaining the top performers in the business. this advantage increases productivity and profitability.
Explains that ranking is a quick identifier of top performers and allows managers the opportunity to develop top performs with an action plan.
Explains how the employee ranking tool can create competition between employees and become a huge disadvantage.
Explains that poor morale and high turnover rate occur when employees notice a 10% cut in the workforce each year. employees who are not able to be top performers, may be part-time students or have other "top priorities," and thus become unmotivated quickly.
Explains that timely performance appraisals are essential to retention of the team.
Explains that compensation increases are often based on the performance appraisal and results. if the appraisal is done late, it may throw off the employees expected increases the following year.
Opines that employees need the support of management to show they are worth the investment, time, effort, and of value to the company.
Explains that performance appraisals are intended to help the employee and the company with needed improvements. when performance reviews are done untimely, it will only delay the improvement needed.
Opines that timely evaluations are important because of liability. employees who haven't received an evaluation will wonder why they've not received one, and may feel it's due to unfair practices.
Explains that there are many types of performance appraisals that could be used to evaluate susan. the numerical rating scale is the most commonly used type and often found to be highly effective.
Explains that the numerical rating scale has a couple of disadvantages. they are behavior based scales, using the work related behavior to do the assessment. employees can be rated differently if appraisals are done by different managers.
Explains objective-based performance appraisals are simple evaluations to track career progression. the employee and the employer set specific goals for the employee to meet and a due date for completion.
Explains the advantages and disadvantages of objective-based evaluation. the focus is narrow and only measures small amounts of performance.
Explains that a 360-degree appraisal works by gathering feedback from multiple parties like managers, coworkers, customers, vendors and more. feedback is provided for the appraisal anonymously from the people who work around them.
Explains that 360-degree appraisals free the employee from strictly the view of their manager or boss. getting feedback from peers can be an eye opening experience.
Opines that 360-degree feedback isn't used to the best intentions. managers focus on one piece of feedback rather than the entire appraisal.
Recommends the numerical rating scale as the most appropriate appraisal for susan. the appraisal would analyze her skills, talents, career goals, behaviors, and other aspects of her career path.
Opines that if managers changed their appraisals from annually to quarterly, they would track progress more effectively. quarterly evaluations evaluate employees more often and allow for faster performance improvements.
Explains that quarterly and annual appraisals would make the most of the company's resources, cutting down on turnover rates, increasing performance and management engagement.
Explains that performance appraisals are utilized by companies to help with the development, career goals, and overall success of individuals who work for them.
Literature Review
Intimate partner violence statistics showed that intimate partner violence is a serious social problem in the general public and academic settings. According to Weitz (2013), the major causes of injuries and deaths among women are due to intimate partner violence. In support, the National Center for Injury Prevention and Control, showed that about 20% of women compared to 8% of men have been raped or physically assaulted by a spouse, lover or date at some point of their lives. The numbers of cases do not include the approximately 1,200 women who are killed each year by inmate partners and so are unable to answer survey questions (National Center for Injury Prevention and Control, 2009). In comparison, one out of five students will experience at least one incident of physical abuse (Makepeace, 1998).
In this essay, the author
Explains that intimate partner violence is a serious social problem in the general public and academic settings. according to weitz, 20% of women compared to 8% of men have been raped or physically assaulted by spouse, lover or date at some point of their lives.
Explains that college students engage in risky behaviors such as unprotected sex, binge drinking, driving while drunk, and other illicit drugs. young african american females are infected with std’s and hiv after night of partying.
Opines that the literature that evaluates abusive relationships among students and faculty is outdated and focuses on the issue of sexual relationships.
Analyzes the ramifications of consensual romantic relationships that might lead to sexual harassment charges.
Explains that there is a growing body of literature evaluating how students can be abusive and violent towards faulty members. students stalking faculty members has been relatively ignored in the literature.
Explains that workplace setting studies consist of sexual harassment, emotional abuse, verbal abuse and workplace bullying.
Analyzes fitzgerald et.al's study on workplace bullying, stating that harassment and emotional abuse in the academy setting is a critical issue.
Analyzes how the existing literature on abusive relationships between faculty and administrators seems non-existent. in the book, "academic sharecroppers: exploitation of adjunct and the higher", describes the ethical and moral breaches of contract by administrators in the higher education.
Feedback is a process in which the effect or output of an action is returned (feedback) to modify the net action. In an organization context feedback is the information sent to an entity (Individual or group) about its prior behavior so that the entity may adjust its current and future behavior to achieve the desired result (Business Dictionary)
In this essay, the author
Explains that feedback is a process in which the effect or output of an action is returned (feedback) to modify the net action.
Opines that feedback should not be used to demoralize or condemn the other person. feedback is given to guide and mentor other people and enhance high quality services.
Explains that feedbacks are important in health care, as it helps the nurse to know his or her performance on the job and areas that need improvement.
Opines that feedback should be a continuous process that is intertwined into the daily activities of the employees.
Feedback can be incorporate with performance appraisal system as well. Feedback on job routines or objectives can come from both the supervisor and employees, vice versus. Regular feedback sessions will facilitate both the supervisor and employees to have a better understanding of the employees’ work tasks and responsibilities, and aligning with strategic business objectives.
In this essay, the author
Explains that an open appraisal system assists both employers and employees in coordinating, controlling, assessing and implementing performance improvement in the organisation with the objectives of achieving goals.
Explains that wing tuck's performance indication provides a clearer definition on work attitudes with textual explanation. avire’s form has insufficient factors or descriptors to guide employees on evaluating their own performances.
Explains that specific objectives are agreed upon between superiors and employees to keep employees on track in achieving the goals and objectives.
Explains that both wing tuck and avire used a rating scale of 1 to 5, before deriving an average score to rate their employees.
Explains that feedback can be incorporate with performance appraisal system as well. regular feedback sessions will facilitate both the supervisor and employees to have a better understanding of the employees’ work tasks and responsibilities.