Let’s analyze them below. Zero Lack of response is also a type of feeback. Any person who loves his job strives to become better. But with a zero OS he finds himself in an information vacuum which leads to the fact that: a person does not know how to cope with work performs tasks by inertia loses motivation and either performs worse or refuses new tasks. Positive This is a good way of non-material motivation . According to a Gallup survey 67% of professionals who regularly receive positive feeback were fully engage in their work in contrast to 31% of employees who were criticize all the time. But if a person will receive only positive feeback it can be like this: at first a person will be please with himself and continue to do his job well over time.
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Praise will begin to depreciate a person Czech Republic Email List will doubt that he is really well done or will exaggerate his own achievements the person will stop responding to other types of feeback motivation will gradually decrease. negative Most people perceive such an OS as the worst. Very often this is the Blind Spot of Johari’s Window a model of self-kno wlege from the field of psychology. This is how it looks: Blind Spot from Johari’s Window The term “Blind Spot refers to elements of a person’s behavior or qualities that are unknown to him but known to others. For example colleagues know that an employee often spends more on advertising than was budgete. But the specialist himself does not notice this because in case of overspending he receives more money and considers this the norm.
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Discussion of this problem can cause a strong negative. Negative feeback is a good tool for development but only when a person wants to work on mistakes. In his study psychologist Martial Losad states that the ratio of positive and negative EF should be 3:1. Regular negative feeback leads to: a person experiences great psychological pressure motivation is greatly reuce since according to the person the work will not be appreciate anyway quality drops probably the end of cooperation. eucational This feeback combines recognition of merits and work on mistakes. A Harvard Business Review study states that 57% of professionals nee developmental feeback more than positive. With feeback like this: the person feels controlle and supporte understands.