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Individual Feedback Advantages And Disadvantages

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Introduction For the purpose of this assignment, the writer will evaluate individual and group feedback methods, explore the responsibilities of a facilitator when providing feedback and discuss the preferential feedback method of facilitating groups in her place of work. Feedback Feedback is the information conveyed by a facilitator, either verbally or in written form, which communicates their perceptions of an individual or group’s behaviour (www.iirp.edu, 2017). Individual Feedback A facilitator may choose to provide individual feedback, either in verbal or written form, which focuses on particular individuals within a group. The focus of this feedback can relate to the skills, behaviours, attitudes and knowledge an individual within a group articulates (www.hbr.org, 2017). The situations where implementing individual feedback may be useful is where other members within the group are not being affected by the behaviour of one individual and have no contribution to offer, or when the facilitator wants to help an individual member to receive group feedback …show more content…

It can also help the group to identify issues and motivate them to work collaboratively on solving interactional problems and improve performance (Mann, 2012). By receiving group feedback, members become aware of interpersonal interaction, which encourages them to be more alert to how their behaviour can impact on others within the group (Keyton, 2002). The disadvantages of group feedback are it can lead to misunderstanding and frustration simply because the information is related to the group as a whole and cannot be tailored to individual members. Group feedback can also promote discontent or conflict if members believe only certain individuals to be at fault, whereas they are all being held accountable (Keyton,

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The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback

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• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.

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Most Efficient forms of the learning process: - Acc. to Lewin, learning is best facilitated in an environment where there is dialectic tension and conflict between immediate, concrete experience and analytic detachment. By bringing together the immediate experiences of the trainees and the conceptual models of the staff in an open atmosphere where inputs from each perspective could challenge and stimulate the other, a learning environment occurred with remarkable vitality and creativity. (Kolb.)  Pillars of an efficient learning mechanism in group settings:- o Feedback:-There was a concern that organizations, groups and relationships generally suffered from a lack of accurate information about what was happening around their performance. Feedback became a key ingredient of T-groups and was found to ‘be most effective when it stemmed from here-and-now observations, when it followed the generating event as closely as possible, and when the recipient checked with other group members to establish its validity and reduce perceptual distortion’ (Yalom 1995: 489). o Unfreezing:-This was taken directly from Kurt Lewin’s change theory.

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