Feedback giving and seeking: Theory and instruments

Question 1

Definition of Performance Feedback

Answer 1

Information
given to people
about the quantity and / or
quality of their past
performance
that allows the person to adjust
their (future) performance.

Question 2

Summarize Goal Setting Theory

Answer 2

Goal Setting Theory is a motivational strategy

SMART Goals -> Psychological Processes (Attention, Effort, Performance, Persistence, Learning) -> Productivity

Additional Pre-requisites
- Self-efficacy
- Participation
- Commitment
- Feedback

Question 3

Why is feedback a double edged sword?

Answer 3

It can also have a negative impact.

Question 4

What is Feedback Intervention Theory (Kluger)

Answer 4

Integrated different theories (goal setting theory…) Different Feedback types target different feedback levels.
Feedback information can be rejected by the receiver.
Feedback can have different outcomes

Question 5

Name three different forms of outcomes for feedback and give examples

Answer 5

Affective reactions (e.g. dissapointment)
Cognitive reactions (e.g. assessement of feedback accuracy)
Behavioral reactions (e.g. new strategy for task completion)

Question 6

What 3 focuses of Feedback interventions exists and which mechanisms do they employ?

Answer 6

1. Specific task detail -> Learning
2. Focal task -> Motivation
3. Self -> Affect

Question 7

Name some important Feed-back giving rules

Answer 7

1. Appropriate setting -> reduce self-threats
2. Focus on facts (examples of behaviour) -> focus on intended level
3. Show concern -> provide resources
4. Focus on common goal -> Manage cognitive load
5. Keep it simple
6. Balance positive and negative feedback
7. Offer suggestions and support

Question 8

Steps for good feedback giving:

Answer 8

1. micro yes (do you have a minute)
2. Be specific
3. make impact statement (I really liked…)
4. Ask commitment question (What do you think?)

Question 9

Summarize the Lessons you learned about feedback giving in the lecture.

Answer 9

1. Feedback can enhance the effect of goals on productivity. The type of feedback directs the attention of
   the feedback recipient to different goal levels
2. Giving feedback is a competency: Performance can both decrease and increase after feedback, and
   certain rules support a positive outcome and acceptance of the feedback information

Don’t expect immediate improvement. Provide resources.

Question 10

Define feedback seeking behaviour.

Answer 10

Conscious devotion of effort toward determining the correctness and adequacy
of behaviors for attaining valued end states

Question 11

Name four motives for feedback seeking behavior and give examples.

Answer 11

Self-Assessement (M: attain acc. info about self) ->diagnostic tasks with acc. feedback
Self-Improvement (M: improve ones skills) -> seek challenging task
Self-Enhancement (M: enhance own s favorability) -> seek positive feedback after mediocre performance
Self-Verification (M: Maintain consistency between self-view and others view) -> seeking bad feedback after bad performance

Question 12

Name 5 Initiators for feedback seeking

Answer 12

1. Organizational tenure
2. Learning goal orientation
3. Self-esteem
4. Transformational Leadership
5. Relationship Quality

Question 13

Name 4 things that are impacted by Feedback seeking

Answer 13

1. Job performance
2. Job satisfaction
3. Build relationship
4. General socializing

Question 14

Sketch how you can learn from Self/Other (2x2 matrix, information I know vs. Info other knows)

Answer 14

1. Shared Impression (self-other agreement)
2. Blind spot (room for improvement, hidden strengths)
3. Own Impression (room for improvement, known strengths.
4. Unkown (nobody knows)

Question 15

What is a good strategy for feedback seeking?

Answer 15

Seek Multisource feedback from supervisor, college, peers, customers and followers)

Question 16

Summarize the lessons learned for feedback seeking.

Answer 16

Feedback can be actively obtained by inquiry or monitoring, different costs and benefits are associated
with those strategies
- The type of feedback sought is dependent on the seeker’s motive with different implications

Feedback can affect performance directly or indirectly. Employees can compare their self-view with
others’ evaluations.

Offers new insights into “hidden strengths” and “blind spots”
- Instruments for feedback seeking can give benefits as feedback can be sought from multiple sources.
-A well-designed process and follow-up support are necessary for positive outcomes
Chair

Question 17

What is the role of feedback giving in performance management?

Question 18

What are important theories on how and when giving feedback works / does not work?

Question 19

What is the role of feedback seeking behaviour for employees?

Question 20

What drives employees feedback seeking and what are the outcomes?

Question 21

How can employees use multi-source feedback to compare their self-view?