Multiple Select QuestionSelect all that applyWhy should you give feedback only on observable behaviors during a performance review?Multiple select question.If you focus on attitudes, you will seem judgmental.You can never be sure that you know someone's thoughts and feelings.Such feedback gives you extra power over employees.The employee is less likely to become defensive.
Question
Multiple Select QuestionSelect all that applyWhy should you give feedback only on observable behaviors during a performance review?Multiple select question.If you focus on attitudes, you will seem judgmental.You can never be sure that you know someone's thoughts and feelings.Such feedback gives you extra power over employees.The employee is less likely to become defensive.
Solution
The reasons why you should give feedback only on observable behaviors during a performance review are:
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If you focus on attitudes, you will seem judgmental: This is true because attitudes are subjective and personal. Focusing on them can make the feedback seem personal and judgmental, which can lead to defensiveness and resistance from the employee.
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You can never be sure that you know someone's thoughts and feelings: This is also true. It's impossible to know exactly what someone else is thinking or feeling. Therefore, feedback should be based on observable behaviors, which are objective and verifiable.
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The employee is less likely to become defensive: This is true. When feedback is based on observable behaviors, it is more likely to be accepted by the employee. This is because it is based on facts and not on personal judgments or assumptions.
However, the statement "Such feedback gives you extra power over employees" is not a valid reason. Feedback should not be used as a tool for exerting power or control over employees, but rather as a means to help them improve their performance and develop their skills.
Similar Questions
Multiple Select QuestionSelect all that applyWhich of the following statements about performance feedback are true?Multiple select question.It is important, even if it is negative.It can be counterproductive if you react to it improperly.It helps you improve your skills.It tells you little about how to improve your skills.
Multiple Select QuestionSelect all that applyWhich of the following are good strategies to use when delivering negative performance reviews?Multiple select question.Investigate reasons for the person's inadequate work.Mention that poor performance limits the person's opportunities at the company.To keep the person from becoming defensive, be flexible instead of firm.Explain that the employee's underperformance affects the organization.
Multiple Select QuestionSelect all that applyWhich three of the following should be done when giving a negative performance review?Multiple select question.Seek solutions that emphasize optimism for the employee's future with the company.Explain how poor individual performance affects the organization.Blame the employee for damaging the well-being of the company.Ask for the employee's perspective concerning their unsatisfactory performance.
Multiple Select QuestionSelect all that applyPerformance appraisals are used for which three purposes?Multiple select question.Selection of new employeesRewardsCompensationProvide employee feedbackRecruitment
Multiple Choice QuestionWhen giving a negative performance review of an employee, you shouldMultiple choice question.focus only on the attitude of the employee.provoke the employee into becoming defensive and speaking up.comment only on things that you have observed, not thoughts and feelings.act as if the employee has personally hurt your feelings.
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