Chapter 8 - Improving performance with feedback, rewards, and positive reinforcement. After reading the material in this chapter, you should be able to: Specify the two basic functions of feedback and three sources of feedback; define upward feedback and 360- degree feedback, and summarize the general tips for giving good feedback; distinguish between extrinsic and intrinsic rewards, and give a job-related example of each;. | Improving Performance with Feedback, Rewards, and Positive Reinforcement Chapter Eight After reading the material in this chapter, you should be able to: Specify the two basic functions of feedback and three sources of feedback. Define upward feedback and 360- degree feedback, and summarize the general tips for giving good feedback. Distinguish between extrinsic and intrinsic rewards, and give a job-related example of each After reading the material in this chapter, you should be able to: Summarize the research lessons about pay for performance, and explain why rewards often fail to motivate employees. State Thorndike’s “law of effect” and explain Skinner’s distinction between respondent and operant behavior. Demonstrate your knowledge of positive reinforcement, negative reinforcement, punishment, and extinction and explain behavior shaping Improving Individual Job Performance Popularity of Nontraditional Feedback Traditional . | Improving Performance with Feedback, Rewards, and Positive Reinforcement Chapter Eight After reading the material in this chapter, you should be able to: Specify the two basic functions of feedback and three sources of feedback. Define upward feedback and 360- degree feedback, and summarize the general tips for giving good feedback. Distinguish between extrinsic and intrinsic rewards, and give a job-related example of each After reading the material in this chapter, you should be able to: Summarize the research lessons about pay for performance, and explain why rewards often fail to motivate employees. State Thorndike’s “law of effect” and explain Skinner’s distinction between respondent and operant behavior. Demonstrate your knowledge of positive reinforcement, negative reinforcement, punishment, and extinction and explain behavior shaping Improving Individual Job Performance Popularity of Nontraditional Feedback Traditional performance appraisal systems have created widespread dissatisfaction. Team-based organization structures are replacing traditional hierarchies. Multiple-rater systems are said to make feedback more valid than single-source feedback. Popularity of Nontraditional Feedback Advanced computer network technology greatly facilitates multiple-rater systems. Bottom-up feedback meshes nicely with the trend toward participative management and employee empowerment. Co-workers and lower-level employees are said to know more about a manager’s strengths and limitations. Nontraditional Feedback Upward feedback lower-level employees provide feedback on a manager’s style and performance 360-Degree feedback Letting individuals compare their own perceived performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers Feedback Do’s and Don’ts Do not: Use feedback is used to punish, embarrass, or put down employees. Provide feedback .
