HRES 2201: Enhancing Corporate Social Responsibility Through Feedback

This report explores the significance of feedback, both positive and constructive, in the context of corporate social responsibility. It emphasizes the importance of providing specific and genuine positive feedback to motivate employees and correct performance issues. The report also discusses how constructive criticism can enhance employee performance and team cohesion, providing examples of effective feedback delivery. Furthermore, it addresses strategies for dealing with employees who resist constructive feedback, highlighting the need for alternative communication methods to achieve desired outcomes. This document is available on Desklib, a platform offering a wide range of academic resources, including past papers and solved assignments, to support students in their studies.

Running head: CORPORATE SOCIAL RESPONSIBILITY
Corporate Social Responsibility
Name of Student:
Name of the University:
Author note:

1CORPORATE SOCIAL RESPONSIBILITY
Providing feedback is one of the most important skill that is required for effective
coaching as well as when managing people (Sexton et al., 2018). Feedback is usually given in
order to fulfil any one of the two main purposes – to motivate or to correct. When team
members or employees are performing well then positive feedback can increase their
confidence and also encourage them to keep up their present level of performance. The other
purpose of feedback is given to correct one’s behaviour when they are not being able to
perform as well as they should be, or as according to the liking of the organization.
If the manager is trying to give a positive feedback on the technical skill of a new
hire, he/she must remember to not give vague statements, as they will make the feedback
seem fake and not genuine. Instead of just telling the employee that he/she is reliable, they
can add in specific instances during which the employee displayed advanced technical skills
in order to finish the project that they were assigned with (Anseel et al., 2015). If the manager
sees that the employee is able to work by themselves then they should include that instance in
the feedback as well.
When giving positive feedback about the work ethic of the new hire it is important to
make them feel as if they area being able to perfectly fit into the objectives and principles
held by the company. It will not be enough to merely say that someone is a great employee,
but it is important to mention what exactly it is about the employee that makes him deserving
of this positive feedback (Nguyen et al., 2017). As seen in the example quotation, the
manager will first address the exact event where the employee displayed great work ethic,
and then move on to why great work ethic is important for the company.
When in the workplace, providing constructive feedback helps to ensure that the
employees are being able to perform according to what is expected of them while also being
able to challenge themselves professionally. Constructive criticism will be able to

2CORPORATE SOCIAL RESPONSIBILITY
significantly enhance the performance of the employees and enable stronger team cohesion
(Anderson, Buchko and Buchko, 2016). Manager will have to first address the fact that the
employee is being able to finish their work by themselves and then mention that it is
imperative for the company that all employees are able to work in a group because it is
important to have input from everyone in order for a project to proceed.
Another example of constructive feedback will be related to the employee’s attention
to detail. For example, the manager will have to first start with a positive feedback on how
the employee is being able to generate the minutes of the meeting accurately. However, the
manager should also accompany this comment by adding in that it would be useful for the
employee to take a few extra minutes next time in proof reading their work so to make sure
that nothing important is overlooked.
In the case of an employee who does not listen to the constructive feedback, their
manager will need to adopt a newer way of interacting with them in order to get the message
across. Taking an example of an employee who has refused to take on tasks assigned by the
manager because they are ‘outside’ his job description. At this moment, the manager will
need to get the employee to see the same in a different way, which might be through a team
meeting that addresses all the problems, but does not put the employee under the spotlight.

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References:
Anderson, E., Buchko, A. A., & Buchko, K. J. (2016). Giving negative feedback to
Millennials: How can managers criticize the “most praised” generation. Management
Research Review, 39(6), 692-705.
Anseel, F., Beatty, A. S., Shen, W., Lievens, F., & Sackett, P. R. (2015). How are we doing
after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-
seeking behavior. Journal of Management, 41(1), 318-348.
Nguyen, T. T. D. T., Garncarz, T., Ng, F., Dabbish, L. A., & Dow, S. P. (2017, February).
Fruitful Feedback: Positive affective language and source anonymity improve critique
reception and work outcomes. In Proceedings of the 2017 ACM Conference on
Computer Supported Cooperative Work and Social Computing (pp. 1024-1034).
ACM.
Sexton, J. B., Adair, K. C., Leonard, M. W., Frankel, T. C., Proulx, J., Watson, S. R., ... &
Frankel, A. S. (2018). Providing feedback following Leadership WalkRounds is
associated with better patient safety culture, higher employee engagement and lower
burnout. BMJ Qual Saf, 27(4), 261-270.