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eBook Job Feedback: Giving, Seeking, and Using Feedback for Performance Improvement (Series in Applied Psychology) ePub

eBook Job Feedback: Giving, Seeking, and Using Feedback for Performance Improvement (Series in Applied Psychology) ePub

by Manuel London

  • ISBN: 0805824758
  • Category: Management and Leadership
  • Subcategory: Perfomance and Work
  • Author: Manuel London
  • Language: English
  • Publisher: Psychology Press; 1 edition (January 3, 1997)
  • Pages: 224
  • ePub book: 1590 kb
  • Fb2 book: 1301 kb
  • Other: azw txt mobi lrf
  • Rating: 4.7
  • Votes: 217

Description

Job Feedback: Giving, Se. .has been added to your Cart. I received this book in great condition and in a timely manner. However, I found the book to be a bit boring.

Job Feedback: Giving, Se. I am a graduate student and this book was a requirement, not useful at all.

Series in applied psychology Manuel London How People Evaluate Others in Organizations. Manuel London Leadership Development: Paths to Self-Insight and Professional Growth

Series in applied psychology. Edwin A. Fleishman, George Mason University Jeanette N. Cleveland, Pennsylvania State University. Manuel London How People Evaluate Others in Organizations. Manuel London Leadership Development: Paths to Self-Insight and Professional Growth. Robert F. Morrison and Jerome Adams Contemporary Career Development Issues. Michael D. Mumford, Garnett Stokes, and William A. Owens Patterns of Life History: The Ecology of Human Individuality.

It also shows how employees can gather, accept, and use meaningful performance information from appraisals, surveys, and informal discussions to change their own behavior.

Giving, Seeking, and Using Feedback for Performance Improvement.

book by Manuel London. Job Feedback : Giving, Seeking, and Using Feedback for Performance Improvement.

The objective is to bridge both academic and applied interests. Managers feel uncomfortable giving feedback, especially when it is negative.

This book demonstrates how managers can be more effective in gathering and processing performance information about subordinates .

Find many great new & used options and get the best deals for Job Feedback : Giving, Seeking, and Using . It also shows how employees can gather, accept, and use meaningful performance information from appraisals, surveys, and informal discussions to change their own behaviour.

It also shows how employees can gather, accept, and use meaningful performance information from appraisals, surveys, and informal discussions to change their own behaviour.

Mobile version (beta). Job Feedback: Giving, Seeking, and Using Feedback for Performance Improvement (Applied Psychology). Download (pdf, . 7 Mb) Donate Read. Epub FB2 mobi txt RTF. Converted file can differ from the original. If possible, download the file in its original format.

Read "The Power of Feedback Giving, Seeking, and Using Feedback for Performance . Books related to The Power of Feedback.

Books related to The Power of Feedback.

This book discusses how people evaluate themselves, relate to others who give them feedback, and process information about others. It examines how feedback is given and received in teams and cross-cultural organizations, and explores the impact that feedback has on changing technologies.

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.