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WorksheetsPerformance and Constructive Feedback Review - Dr. Heeter
Total questions: 27
Worksheet time: 24mins
What are the Benefits of feedback? SATA
Reinforce good performance
Poor performance corrected
Softens blow of corrective feedback
Provide steps for improvement
Encourage self-reflection
Which of the following are performance appraisal systems? SATA
Absolute systems
PLUS Model Systems
Relative Systems
Markula Center Systems
Outcome Oriented Systems
T/F: The most common performance appraisal system is the Relative System.
True
False
Match the following for performance appraisal systems
- Most common
-Require rater to indicate whether employee/learner is meeting a set of predetermined criteria
for performance
-Scale/index typically used
Absolute Systems
Does not rate employees/learners on basis of predetermined criteria
- Rate employees/learners in comparison to employees/learners
- Limits some biases which may be present in absolute systems
- Do not generate feedback to employee on how to improve
Relative Systems
-Focused on evaluating end results instead of behaviors
- Must set individual goals for each employee and track their achievement of these
- Goals may not be the same for everyone -> inequity in evaluation
Outcome Oriented Systems
Essay
Critical incident
Checklist
Graphic rating
behaviorally anchored rating scales
360 degree feedback
forced choice
Alternation ranking
Paired comparisons
Forced distribution
Management by objective
Work standards approach
Poor performance appraisal systems can lead to: SATA
lower job satisfaction
Higher job satisfaction
Lower organizational commitment
Higher retention rates
higher quit intentions
Formative
Assesses a specific task or skill
Guides individual toward achievement
of specific goal
neutral
timely
informal
spontaneous or planned
summative
Reflective of overall performance
Judgement of individual’s successful
achievement of goals
Should reference feedback given during
rotation
Planned
T/F: Effective feedback crushes employee confidence.
True
False
T/F: Feedback should be spaced out and not close to when the activity/behavior has happened.
True
False
T/F: Effective feedback should be regular and frequent to reinforce positive behaviors, and prevent poor performance from becoming a habit.
True
False
When giving effective feedback you should focus on (a)
When giving feedback to an employee the statements made should be:
General
Vague
Specific
defensive
When giving effective feedback how many behaviors/incidences should be brought up to the employee?
Every single behavior/incidence that has happened since the last meeting.
2-3
4-5
Everything they have ever done in their entire lives.
3-4
T/F: When evaluating an employee's performance, only one person's input is needed for an accurate overall picture of their performance.
True
False
SATA: Which of the following is true when comparing constructive feedback to evaluations.
Evaluations assess a specific task/skill
Feedback is more frequent and informal
evaluations are more frequent and informal
Feedback assesses a specific task/skill
T/F: When giving effective feedback you do not need to give instructions for improvement, that is up to the employee.
True
False
Which of the following is the correct way to give feedback with the sandwhich method?
Corrective
Corrective
Positive
Corrective
Positive
Corrective
Positive
Corrective
Positive
Positive
Corrective
Corrective
Which of the following is a draw back for the sandwhich method?
May take additional time
"Waters down" the corrective feedback, making it less effective at
modifying behavior
May cause manager to refrain from addressing areas not brought up by
learner
Prevents the manager from having to be mean
Which of the following is a draw back for the ARCH Model?
May take additional time
"Waters down" the corrective feedback, making it less effective at
modifying behavior
May cause manager to refrain from addressing areas not brought up by
learner
Prevents the manager from having to be mean
Which of the following is a draw back for the Pendleton 4-step method?
May take additional time
"Waters down" the corrective feedback, making it less effective at
modifying behavior
May cause manager to refrain from addressing areas not brought up by
learner
does not include steps for improvement
Prevents the manager from having to be mean
What are the benefits of the Sandwhich method?
- "Softens" the blow of corrective feedback – less defensive behaviors
- May be easier for managers that have difficulty providing corrective
feedback
- Two-sided discussion between manager and learner
- Encourages self-assessment in learner and awareness of
strengths/weaknesses
- Two-sided discussion
- Encourages self-assessment and awareness of strengths/weaknesses
- Development of action plan assists in improvement
- They fix their problems and be a better employee on their own
What are the benefits of the Pendleton 4-step method?
- "Softens" the blow of corrective feedback – less defensive behaviors
- May be easier for managers that have difficulty providing corrective
feedback
- Two-sided discussion between manager and learner
- Encourages self-assessment in learner and awareness of
strengths/weaknesses
- Two-sided discussion
- Encourages self-assessment and awareness of strengths/weaknesses
- Development of action plan assists in improvement
- They fix their problems and be a better employee on their own
What are the benefits of the ARCH Model?
- "Softens" the blow of corrective feedback – less defensive behaviors
- May be easier for managers that have difficulty providing corrective
feedback
- Two-sided discussion between manager and learner
- Encourages self-assessment in learner and awareness of
strengths/weaknesses
- Two-sided discussion
- Encourages self-assessment and awareness of strengths/weaknesses
- Development of action plan assists in improvement
- They fix their problems and be a better employee on their own
Reorder the following for the Pendleton 4-step model, starting with step 1
Learner asked to state what is good about performance
Manager states areas of agreement and elaborates
Learner asked to state what areas of performance may be improved
Manager states observed areas for improvement
Match the following for the ARCH model
Ask/Allow for self-assessment
A
Reinforce what is being done well
R
Confirm what needs correction/improvement
C
Help with action plan for improvement and coach as needed
H
Why is facilitative questioning beneficial?
It tells the learner what they did wrong directly so they do not need to think about what they've done/reflect on it.
it helps learner reflect and
encourages interaction
It causes the learner to shut down
It makes assumptions that benefit the manager
Where should you give constructive feedback?
Infront of everyone including patients
In the middle of the office
Somewhere private
In the bathroom
