On page 321 of your Brown textbook, you will
find a passage called Feedback and Goals Improve Performance. Review the
section and also search the Hunt Library for 3-5 additional resources on how
feedback and goals relate to performance. You don't have to cite all of the
resources as some may not relate to your reflection. As you are completing this
exercise, refer to A631.3.5.CM.
In a well-written blog, describe your understanding of the importance of feedback and goals to performance. What are your thoughts regarding Brown's contention that there are generational differences in the amount of feedback desired by employees. How much feedback do you generally give and receive? Have you found that for you personally, having specific goals and receiving targeted feedback has led to more engagement, higher performance, or any other benefits (or drawbacks)? What are the implications of your reflection?
In a well-written blog, describe your understanding of the importance of feedback and goals to performance. What are your thoughts regarding Brown's contention that there are generational differences in the amount of feedback desired by employees. How much feedback do you generally give and receive? Have you found that for you personally, having specific goals and receiving targeted feedback has led to more engagement, higher performance, or any other benefits (or drawbacks)? What are the implications of your reflection?
It is
very interesting for me when reflecting on the importance of feedback and goal
performance. I have never really
considered have important or non-important feedback is to my performance, but
after thinking about both my experience in school and in the work place, I have
found the feedback is very important to me and my ability to achieve my
goals. I had always considered my desire
for feedback as a lack of confidence in my ability, which is may be that, but I
also think there is something to the generational differences and desires for
feedback. An interesting study I found
showed a comparison between 4 different generations and their feelings and
preferences toward seven different categories that included attire, work
environment, motivators, mentoring, retention, client orientation, technology,
and career goals. These categories highlight an interesting different between
each generation. The 4 different
generations that were categorized included the traditionalist generation, the
baby boomers, the generation X, and the generation Y/Z. Each generation discussed their feelings
toward these categories and how they relate to their work, personal life, and
goals. The study helps to highlight the
challenge that a lot of companies are facing with a mix of generations in the
work place and how to best handle and communicate between each generation. The Brown text noted that the younger
generation (generation Y/Z) seeks more feedback in the workplace than the
previous generations (2011). Based on my
personal experience and research on the different attitudes in the work place,
I tend to agree with Brown that the younger generation seeks more feedback and
desires more open communication about their performance and goals.
What I found most interesting to
support this idea was in the study I mentioned above. Overcoming Generational Gap in the Workplace, a study by the United
Nations, highlighted a lot of
interesting traits unique to each generation.
These are traits that I have noticed when dealing with coworkers of
different generations, but never considered to be an attribute of their time. It’s the same idea I have for myself when
thinking that my desire to seek feedback is somehow related to my lack of
confidence in my abilities. I see that
as a personal trait instead of a generational trait, but I am starting to see
more of a pattern in that way of thinking as it relates to the different
generations. The study I found pointed
out that the traditionalists are motivated most by self-worth, with their goals
focused on building a legacy and a life-long career with one company. In
contract, the generation Y/Z are motivated through the balance of work and
life, while seeking constant feedback through mentoring, all with the goal of
building several parallel careers with the potential to have several jobs at
one time. The baby boomers and
generation X tend to follow close with their motivations. The baby boomers are most motivated by their
salary, while only wanting feedback when it is positive, with a career goal
focused on developing the perfect career and excelling at it. The generation X’ers are most motivated by
security and job stability, while finding feedback unnecessary. Their career
goals are focused on building up a repertoire of skills and experiences that
can be transferable in a variety of different career paths (United Nations Joint Staff Pension Fund,
n.d.).
I find these characteristics interesting in that viewing
myself, I feel like I fit in between the generation X and generation Y. In
terms of feedback, I want clear, specific feedback that can help me grow and
develop as a person, both professionally and personally. I am most motivated through the idea of being
in an environment that fosters creative and bright individuals. I am also
motivated by my desires to help others achieve their goals and reach their full
potential. While those traits follow in
line with the preference on the generation Y, I also find motivation in my
desire to have clear direction and opportunity to question and ponder different
ideas. I like the idea of being more of
an independent worker, as opposed to teams, but I also see value in working in
teams at certain points in the work process.
I function a lot on the saying “we’ll see when the time comes”, as I
stated before, I struggle with planning and looking ahead at specifics. In this regard, according to the United Nations
study, I fit more inline with the generation X.
With all that said, I think there are certain attributes to
working in a diverse generational work environment that need to be addressed,
such as global trends in how corporate work environments function in regards to
the specific field of work. It’s
difficult to compare some of the generations because they did not have the same
types of advances that we are seeing today that help us connect with each other
on a more global scale. Opportunities
change for each generation, and it is important to recognize each change as we
see them happening so that we can adjust to match these trends in change. As it relates to specifics within
generational differences, I don’t necessarily think that is fully true, as I
see attributes of myself in several of the generations, but find that the
foundation of my preference in motivational factors and feedback are surrounded
in the companies ability to be flexible and adapt to the environment around
them.
Feedback can be received and
understood differently between everyone, regardless of generational
differences. I know I enjoy feedback
because I am used to it within the structure of my background. Working in an art related field, you start to
develop a tougher skin and a stronger understanding toward the reasons behind
certain feedback. I can also think of
plenty of people from my same generation who state that they want feedback, but
do not necessarily handle the feedback well when it is negative, which reflects
the ideology of the baby boomers, according to the United Nations study. While
some people may be stubborn to feedback, I think generationally, people are
starting to understand the needs of each environment and are able to adapt to
those needs. In the TED Talk by Bill
Gates, a member of the baby boomer generation discussed how everyone needs a
coach and someone who can provide feedback because that is how we improve (Gates, 2013). In his TED Talk, he
focused on the feedback given to teachers, which was interesting to me because
this idea is something I had thought about before as well when looking at my
report cards from school. The word
“satisfactory” is what is generally given to teachers and students who are
meeting the “standards”. I remember as a
kid always wondering, “well what does that mean?” I was meeting the standard,
but was I living up to my full potential as a student? I always wondered that as a kid and now
realizing that this is the same response that teachers get seems
unsatisfactory. Bill Gates states that
the reason this system is in place is because of the various different types of
teachers, districts, standards, and variations between all of this that it can
make it difficult to provide individualized feedback. Bill Gates follows it up
with a comparison to the teachers and the types of feedback that they receive
in Shanghai, China. The teachers in this
region and the education consistently rank at the top and according to Gates,
it is because the system they have in place in set up to encourage continuous
development and improvement of teachers.
This goes in line with a lot of what Brown discussed, noting that
feedback not only helps the development of the coach, but also the performance
of the teacher (Brown, 2011).
This study into teachers and their development is
interesting because it directly correlates to our education and development of
the children of the next generation.
This idea, I feel, highlights the importance of feedback and the motivation
to improve that proper feedback can provide.
Regardless of what generation someone is from, I feel that everyone
wants to be the best version of themselves and when we are exposed to the
technology that provides us the capabilities of seeing what other people are
doing, we tend to be more motivated by those factors. While I can’t say why specific generations
fall into certain categories when it comes to feedback, I do think that the
individuals who make it a point to understand the current structure of the
global environment are more inclined to understand the benefits of feedback
when given correctly.
References
Brown,
D. (2011). An experiential approach to organization development. Upper
Saddle River, NJ: Prentice
Early,
P., Northcraft, G., Lee, C., & Lituchy, T. (1990). Impact of Process and
Outcome Feedback on the Relation of Goal Setting to Task Performance. Academy
of Management Best Papers Proceedings, 33(1), 204-208. Retrieved
November 3, 2015, from Business Source Complete
Overcoming Generational Gap in the
Workplace. (n.d.). United Nations, 1-13.
Teachers
need real feedback. (2013, May 1). Retrieved November 3, 2015, from
https://www.ted.com/talks/bill_gates_teachers_need_real_feedback?language=en
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