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Using Feedback in Organizational Consulting.
・ISBN 978-1-4338-1951-3 soft US$ 49.99
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お気に入り
★★★
| 著者・編者 | Gregory, Jane Brodie / Levy, P. E., |
|---|---|
| シリーズ | Fundamentals of Consulting Psychology |
| 出版社 | (American Psychological Association, US) |
| 出版年月 | 2015 |
| ページ数 | 176 pp. |
| 言語 | ENG |
| ニュース番号 | ＜624-949＞ |
解説
This book provides consulting psychologists, managers, and human resources personnel with easy-to-use, evidence-based strategies for providing effective feedback to improve communication and performance in the workplace.
Feedback is an essential part of communication, coaching, management, and human resource practices. Yet the essential elements that make feedback more effective often fail to go beyond the pages of academic journal articles and into the workplace where they could greatly improve communication and performance. This book is an easy-to-use resource that applies classic and current research findings to create actionable, evidence-based tactics that consulting psychologists, consultants, managers, and HR personnel can use to improve feedback exchanges in any work environment.
The authors present a simple and straightforward model of the feedback process that includes four critical elements that can make or break a feedback exchange:
Feedback is an essential part of communication, coaching, management, and human resource practices. Yet the essential elements that make feedback more effective often fail to go beyond the pages of academic journal articles and into the workplace where they could greatly improve communication and performance. This book is an easy-to-use resource that applies classic and current research findings to create actionable, evidence-based tactics that consulting psychologists, consultants, managers, and HR personnel can use to improve feedback exchanges in any work environment.
The authors present a simple and straightforward model of the feedback process that includes four critical elements that can make or break a feedback exchange:
- the actions and behaviors of the feedback provider,
- the content of the message,
- the beliefs and perceptions of the feedback recipient, and
- the context in which feedback is provided.