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Running head: BUSINESS COMMUNICATION Business CommunicationName of the Student:Name of the University:Author note:
1BUSINESS COMMUNICATIONIn order to ensure success in life, it is highly essential for every individual, to be aware ofhis own flaws as well as competence, so that one can accomplish success in life. It is not enoughfor an individual to invest all his time and energy in a piece of work, but it is equally importantto assess one’s knowledge and capability. This assessment is possible only with the help offeedback from a second person, who either helps one realize his unique attributes that can aidhim in success, or makes him aware of the flaws that he needs to overcome (Doyle et al. 2013).While any form of feedback, positive or negative, should be used in a constructive sense, most ofthe people tend to get infuriated and repulsed by any form of negative feedback. The problem with negative feedback is that it is often confused with destructive criticism.However, both do not imply the same thing. On the one hand, destructive criticism refers to theextremely malicious and hurtful comment made by a person to abuse or humiliate anotherperson. The motive of such criticism is only to hurl abuses on another person and to hurt him. Onthe other hand, as far as negative feedback is concerned, it should be noted that the ulteriormotive of the speaker is not to hurt the sentiment of an individual, but rather to encourage him toperform better in future. Thus, unlike the former, any form of negative feedback essentially helpsin improving the performance of an individual, helping him realize all his potentialities, andaccomplish greater success in future. While a man engaging in destructive criticism will tend totell his employee- “You are a fool, you can never meet production target in future!”. On the otherhand, a person trying to provide negative feedback to his employee will say “ I am sure you cando better. This time you could not meet your target, and we believe you will meet the same in thenext month”. The latter clearly shows signs of encouragement, and the employee should feelmotivated to perform better, rather than getting offended (Brookhart 2017). This is the reasonone should not treat any negative feedback to be negative in the literal sense.
2BUSINESS COMMUNICATIONHowever, on the other hand, it is important to consider the question, why do people,receiving negative feedback tend to get disheartened and offended by negative feedbacks. Itshould be remembered that any form of feedback is feedback, and that the ultimate aim of anyfeedback, be it positive or negative, is to enlighten an individual about his present state ofperformance, so that h can improve the same in future. However, most often, the people feel thatthe person providing negative feedback is trying to undermine his potentiality or question hisability (Brem et al. 2014). Hence, the person receiving the feedback, tends to get defensive abouthis own ability and tries to shut away himself from any feedback that tends to shatter hisconfidence. However, negative feedback is not at all equivalent to criticism, as unlike the latter,the former does not simply undermine the ability of the person, but rather informs him about hisperformance level. Hence, negative feedback provided in the right time should be motivating tothe receiver. However, it can be argued back that one of the chief reasons why negative feedbackis often treated synonymously with criticism is because of the wrong attitude of the person whogives the feedback. It is indeed a pity that most people do not know the art of providing negativefeedback. Often people get aggressive while providing the negative feedback, which candiscourage the other person, and dampen his self-confidence (Boud and Molloy 2013). Hence, itis important to respect the sentiment of the opposite person, and choose words discreetly, so thatthe listener does not get de-motivated, but rather energized to accomplish more. If the boss callshis employee and offers a negative feedback that goes like- “You are a total failure! How couldyou not meet your targets!”, it is quite natural for the employee to consider the feedback to be acriticism only. The employee is bound to feel that the boss is judging his professional ability onthe basis of a single performance.
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