...Fear of Feedback Abstract Nobody likes performance reviews. Subordinates are terrified they'll hear nothing but criticism. Bosses think their direct reports will respond to even the mildest criticism with anger or tears. The result? Everyone keeps quiet. That's unfortunate, because most people need help figuring out how to improve their performance and advance their careers. This fear of feedback doesn't come into play just during annual reviews. At least half the executives with whom the authors have worked never ask for feedback. Many expect the worst: heated arguments, even threats of dismissal. So rather than seek feedback, people try to guess what their bosses are thinking. Fears and assumptions about feedback often manifest themselves in psychologically maladaptive behaviors such as procrastination, denial, brooding, jealousy, and self-sabotage. But there's hope, say the authors. Those who learn adaptive techniques can free themselves from destructive responses. They'll be able to deal with feedback better if they acknowledge negative emotions, reframe fear and criticism constructively, develop realistic goals, create support systems, and reward themselves for achievements along the way. Once you've begun to alter your maladaptive behaviors, you can begin seeking regular feedback from your boss. The authors take you through four steps for doing just that: self-assessment, external assessment, absorbing the feedback, and taking action toward change. Organizations profit...
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...of Cashmore, Jordan. 2014. “The ‘Fear of Crime-Media Feedback’ Cycle” Internet Journal of Criminology © 2014 ISSN 2045 6743 (Online) Thesis Reporting on violent crimes in the media is often described as fear mongering. Every day you turn on the local and national news and are bombarded with images of the violent crimes that are taking place in our cities, states and country, this increases the public’s fear of being victimized and creates a sense of impending violence. This article attempts to prove that the reporting on violent crime in the media in regards to levels of violence in our communities is actually beneficial in protecting the public by creating a: ‘Fear of Crime-Media Feedback Model’, whereby the media influences levels of fear in its audience and affects their routine activity, thereby affecting their exposure to potentially victimizing situations by encouraging avoidance behavior; influencing people to remain in their home as opposed to venturing onto the streets. The researcher believes that with further research, the model could be used to reduce the victimization risk to the public by using media reporting to influence the public’s behavior. Methods While the researcher did not conduct his own data gathering research, he did utilize research work that had been done in on this subject to support his thesis. The subject matter of these works include; the introduction of the ‘fear of Crime-Media Feedback model, violent crime and avoidance behavior...
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...throughout the organisations growth, many underlying problems concealed by the silence will appear out of the blue. With the growing culture of intimidation in the workforce there is also the growth of employee silence, and “the only consequence of their (employee) silence is that the blind (employer) lead the blind,” (Heffernan, 2011) this is further supported by Detert and Birrous’ statement that chances are employees are withholding valuable intelligence (2016, p. 85). Regardless whether it is intentional or unintentional from their employers the damages that an employee’s silence only promotes detrimental factors for an organisations’ future. Although employers do not purposely create a fear factor for the employees, the most frequently mentioned reason for remaining silent was the fear of being viewed or labelled negatively (Milliken, 2003 p.2). With the employees supressing of information it can lead to the rise of poorly planned projects and the loss of potential innovation that could drastically benefit the organisation. Furthermore, employee silence not only negatively affects the organisation but also affects the employees, causing the development feeling unvalued, a lack of control and a cognitive dissonance (Jacobsen 2014) from the workplace and a sensation of autopilot, these could produce slack and disregardful behaviour. (danaghey et al, 2011). A contributing factor to employee silence is the widely used closed-office layout in which each employee is given their...
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...Managers as facilitators of change When faced with the prospect of change, the biggest fear employees will have is that of the unknown, especially if the change is perceived to threaten their jobs and personal economic security. This insecurity is often fed by rumors, as well as the impact that change has had on other companies, industries, and the economy. Fears are heightened with the widespread dissemination of information through television, newspapers, the Internet and other media outlets. The role of the manager is to lead by being an agent and facilitator of change. This is underscored by their personal vision of the future. As agents and facilitators of change, managers must understand that they will need to handle their employees’ fears and apprehensions regarding future changes potentially affecting their jobs and personal security. Individuals create their own “comfort zones,” or established patterns and habits they are comfortable with. Change threatens these comfort zones and immediately places individuals in defensive modes as they attempt to defend their own personal “turfs.” It is important for managers who lead to recognize employees’ responses to change and show them that circumstances outside of their control make change inevitable. They must share and communicate information that employees can understand and react to in a way that gets them actively participating in the organizational transformation brought about by the forces of change. This means managers...
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...Emotions Shantia Ezekiel PSY/355 3 August 2015 Emotions Five theories of emotion try to give explanation to the interpretation for this occurrence; however this article will envelop the James-Lange, Lazarus, and Facial Feedback Hypothesis theories with a justification of the experimental and correlation research methods. Within a human beings motivation is emotion which is a vital aspect to personality and can make humans perform in a negative or positive way. Emotions influence all humans to motivate from internal or external dynamics. Emotion is defined as "a universal, functional reaction to an external stimulus event, temporarily integrating physiological, cognitive, phenomenological, and behavioral channels that facilitate fitness-enhancing, environment-shaping responses to the current situation" (Deckers, 2010). Emotions are shown by behaviors, physically and cognitively by facial responses. The change in emotions is what motivates human beings to do certain tasks. William James, Lazarus, and Carl Lange started a vast assortment of research to establish what behaviors are associated with motivation and arousal in human beings. William James and Carl Lange started the studies that were vital in discovering the explanations in behaviors concerning the arousal in human beings. Just about one hundred years later psychology studies from Cacioppo have conveyed explanations to how stimulus may make behaviors and behaviors may bring emotions. The theoretical experimentation...
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...combination of many events, from our natural biological constructs, to our environment and how that aided our development. Emotions play a pivotal role as to how we act towards motivation. Two intrinsically different historical theories arise which illustrate polar views on the source of human emotion. One being James-Lange’s theory where physiological symptoms trigger emotional response, and the second being Cannon’s theory where both physiological and emotional response occur at the same time. Two research methods include word association, how language can label human emotions, and evolutionary theory that is based on the idea that emotions aided early human survival. Finally Darwin had a structural facial component known as facial feedback hypothesis, wherein an event-appraisal-emotional sequence was formulated. All these theories play a major role in human emotion being the driving force behind motivation. Emotion is an important aspect of motivation because it is the source of action when the environment acts as an incentive (Davidson, Jackson, & Kalin, 2000). The historic background of arousal and motivation includes the James-Lange theory of emotion and the Cannon theory. James proposed that physiological symptoms occur directly before a stimulating event or emotional experience (Davidson, Jackson, & Kalin, 2000). Specifically, the physiologic response is the reason for the emotional event (Davidson, Jackson, & Kalin, 2000). He believed that emotion...
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...The Fear (The major point of my paper is about the fear that people feel when they try to change and what they should do to overcome the fear.) Thesis Statement: As we see the characters, Wallace and Ronald Pryzbylewski in the Wire, overcoming fear can be a first step to change. (Introduction: This paragraph explains what I will cover in my writing.) People do not change easily. Many people fall in love with similar people and hurt because of similar reasons. They recognize their mistakes, but make the same mistakes over and over again. Why? One reason is they are doing it wrong. But another reason runs deeper. They are afraid to change. The decided personality is not changed easily like the foot stamp on the wet cement. Although the reasons for resisting change can be external and situational, I claim that the most damaging fears are internal because the individual is with the problem and situation. As we see the characters, Wallace and Ronald Pryzbylewski in the Wire, overcoming fear can be a first step to change. Four of the most prevalent common fears are: fear of failure, fear of success, fear of criticism, and fear of the new thing. (Give two examples that whether overcome the fears or not. These three example paragraphs show how they overcome the fears and how to change or not.) Here are examples from the Wire, the TV show. One is the person who overcome the fear, Ronald Pryzbylewski, and another is the person who does not overcome the fear, Wallace. Pryzbylewski...
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...INTRODUCTION Kate Cooper began a new position at Green Meadows Hospital. Green Meadows Hospital was a newly constructed facility owned and operated by Southern Hospitals Corporation. Kate Cooper began her career as a Manager of Adult Services for the new facility. Kate had a lot of background experiences that made her job fit for the Manager role. Kate was a registered nurse with a bachelor’s degree in nursing and six years of supervisory experience. Kate was a very self-driven person and was working on obtaining her Master’s degree to further her career. Kate’s supervisor was Alan Jones, an assistant administrator of the hospital. Alan seemed to be a guy that was for her obtaining her Master’s degree so she could improve herself within the organization. Kate obtaining her degree could have implemented new strategies to help improve their organization from day one. Bateman and Snell’s textbook, Management (10th edition) states, “Its learning and growth goals might include bringing in the most efficient production technologies or work processes and training the staff to use them.” It outlines the Strategic map for organizations and how they are set up under: learning and growth goals, internal goals, customer goals, and financial goals. Alan Jones seemed to have missed the potential to help set this up later during the case study. It seemed that they were having several dysfunctions of a team (Lencioni) and I will propose what they need to look at doing to fix this...
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...correct errors, among other things, can explain the importance of feedback, particularly the constructive type. Feedback is of utmost importance and not properly addressing issues related to it can lead to a feedback back gap. Once this gap is discovered it is necessary to determine appropriate managerial strategies to close it. The feedback gap results from employees’ feedback avoiding behavior (FAB) and is usually due to fear of negative feedback (self-preservation needs) or appearing incompetent (impression management needs), and is widened by managers’ behavior since the latter determine the cost of feedback seeking (Moss and Sanchez, 2004). One type of managers that negatively affects the feedback gap is the zero-tolerant manager. Usually emotionally and physically distant from his employees, this manager is oblivious to situational factors contributing to employee performance which in turn causes him to attribute poor performance to internal employee characteristics instead of taking the context into account. Employees avoid feedback from the zero-tolerant manager because they believe he will directly blame them while disregarding all other factors. Moss and Sanchez offer this type of managers a few solutions to reduce FAB and the feedback gap: such as having an open mind about causes of poor performance, managing psychological and physical distance, engaging in active listening and giving effective feedback. Perhaps, however, prevention is better than cure. Why not avoid...
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...Are a Badass and could fully relate to during this process is this: Birthing your dreams is like … giving birth. Conceiving the idea is the fun part (hopefully), then you go through insane amounts of fear and excitement and dreaming and planning and vomiting and growing and thinking you’re crazy and thinking you’re awesome and...
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...My chosen toolkit is: MCI personal competencies model Summary of critical incident At the Residential Weekend I have noticed the critical incident, which was interesting to me. It has taken place after “Building bridges” task. Our group was giving feedbacks. The positive feedback from others about my contribution to the team impressed me, as most of the time I felt myself disengaged, not providing any tangible support for the task and disappointed as a result. The evidence for this was X‟s negative part of feedback: “Don‟t do actions, sometimes too observant”. However, most team members pointed out, that I was helpful and supportive by showing good listening skills and generating others‟ ideas. The facilitator‟s feedback highlighted my ability to „brighten up the room by good inner-spirit‟. It got me thinking, that I really may be good at inspiring others. I start to understand myself and my preferable teamwork role better. It does not mean that I am useless for the team. I believe, I can participate in the group work in what follows. I can listen, advise and provide support. I should not think less of myself. How does this reflect the findings of your chosen self analysis toolkit? To evaluate this critical incident and support findings with theory, I filled in MCI (Management Charter Initiative) personal competence model questionnaire. This toolkit provides better self-understanding of work within diverse groups. According to results of this model, my „Acting...
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...participation in life (McDermott 2014, Ceccarelli & White, 2018; Bodie, 2010). Acceptance and Commitment Therapy is also kind of treatment of social anxiety disorder, where the patient accepts unpleasant symptoms and adapts (Bodie, 2010). Some studies have suggested social skills training, which includes initiating conversations, practicing speeches, establishing friendships, and putting an effort into courtship can help with social anxiety (Beidel,Turner, Sallee, Ammerman, Crosby & Pathak 2007). Psychologists also rely on another strategy called deep relaxation to reduce social anxiety (McDermott 2014). Mentally envisioning yourself maintaining a conversation in a group, for example, when you're at your most relaxed will reduce anxiety and fear that surrounds said conversation. For example, envision yourself holding a...
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...physiological changes, and behavioral changes such as facial expressions. Different theories exist regarding how and why people experience emotions. These include evolutionary theories, the James-Lange Theory, the Cannon-Bard theory, Schacter and Singer’s two-factor theory, and cognitive appraisal. Cannon-Bard Theory of Emotion Walter Bradford Cannon was best known for his developments in homeostasis; however he developed a theory of emotion called the Cannon-Bard theory. In the years of 1915 to 1920, Cannon began performing experiments to suggest that emotions came before reaction. “For example, Cannon surgically removed the entire SNS of a cat and found that whilst this abolished physical signals of arousal, the cat still showed anger, fear and pleasure. Cannon therefore argued that we are capable of feeling emotion before any bodily changes have taken place”. (Open. Web) He refined his results and expanded on the views and developed this new theory that was opposite of the present theories of the time, his theory was thought to be more sensible. According to the theory, arousal is something that does not have to come before an emotion. “It is suggested that emotions result when the thalamus sends a message to the brain in response to a stimulus, resulting in a physiological reaction”. (Cherry. Web) The thalamic region is the portion of the brain that plays a major role in this theory. Different areas of the brain react in the different theories. Most studies that...
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...“Most people are about as happy as they make up their minds to be.” Abraham Lincoln Living a happier life often seems to be about living your big dreams and putting in a lot of work over a long time. Practical people somehow always manage to make things work for them or for the good of the group. Level-headed and sensible, they can keep it together even when everything else around them is drastically falling apart. Being practical means being ready to deal with a particular situation exactly as it is, not whining for better circumstances or going on about not having enough resources to solve the problem at hand. Being practical in life is a valuable trait to possess, as the real world never tires of throwing curve balls from time to time and seeing whether you’re skilled enough to deal with the difficulties that unexpectedly come your way. 1. Be Contented And Embody Acceptance. Be contented with the tools you are given to deal with a difficulty, accept the failures and challenges the situation presents, and make the best of what you have to resolve the difficulty you are in. 2. Be Responsible. After accepting of a situation, accept the responsibility attach on it. Being responsible means taking charge of a situation and doing what you can do to manage things better and solve problems. This doesn’t mean that you should always take all the aspects of the problem-solving process, exhausting your resources to come up with the best possible plan of action and solution...
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...GROUP OF ADVERTS The group of advertisements I have identified on television is the sensodyne toothpaste and Aqua fresh. They are both toothpastes which are advertised mostly on television and they differ in the way they are both aired. Aqua fresh toothpaste is highlighted as the only toothpaste that a family will need and they endorse in a way that all people with families should use Aqua fresh toothpaste. Sensodyne is toothpaste for sensitive teeth and it is dentist recommended and it is approved by the Kenya Dental Association. Both advertisements run every day on television and every company is trying hard to win consumers interest in terms of their product consumption. As much as it is healthy for people to brush their teeth with toothpaste, the way these products are advertised brings controversy in the society. People have different test and preference when it comes to sensitive products like toothpaste. Aqua fresh advertisement uses a family to endorse its product. The message accompanied by this product is; “what every family needs.” They portray their product to be the best for every family and they encourage parents to buy Aqua fresh toothpaste for r their families. Sensodyne toothpaste is for sensitive teeth and dentist recommended. Experts who are doctors are used in endorsing sensodyne toothpaste. The message that makes people think it’s the best toothpaste is where they say that it is recommended by the Kenya Dental Association. Many people are persuaded...
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