Student Number 10888472

A report on the benefits of the interpersonal skill of feedback in the workplace

Report prepared for Dr Greg NashCourse CoordinatorCommunication & Thought

Prepared byJoseph DaviesUniversity of the Sunshine CoastQueenslandApril 2015

Word count: 315Referencing style: Harvard

2.0 The definition of interpersonal communicationInterpersonal communication is unique type of communication that occurs between individuals when they acknowledge each other as human beings (Wood 2013). Furthermore, it can be defined as an ongoing transactional process that creates shared meaning between individuals (Wood 2013).

3.0 The interpersonal communication skill of feedback and the benefits of feedback in the workplace

3.1 Explanation of the interpersonal skill of feedbackFeedback is a communication process that occurs between two people, through formal or informal channels, when one conveys guidance and encouragement to another (Baker et al. 2013; Eunson 2014). Poor feedback skills can have a negative impact on performance and lead to a lack of understanding by the receiver who may perceive the feedback as a threat (Baker et al. 2013). In contrast, assertive feedback that is clear, simple and communicated in a timely manner is much more effective (Baker et al. 2013; Eunson 2014). When feedback is given in an effective way, it is less likely to be rejected by the receiver. Effective feedback adheres to the company standards for performance, focuses on the problem, and provides clear instructions on how to resolve the problem in accordance with the organisations goals (Sommer & Kulkarni 2012).

3.2 The benefits of employee creativity, motivation, and reduction of conflicts by employing feedback in the workplaceFirstly, feedback helps reduce workplace conflict and tension while increasing productivity by reducing the size of an individuals misunderstandings (Eunson 2014). This benefit is achieved by being open to receiving feedback and giving feedback through self-disclosure (Eunson 2014). Secondly, feedback encourages self-development, promotes creativity, and increases employee motivation by creating a physiologically safe organisational culture that encourages continuous and informal feedback through mutual communication (Baker et al. 2013). Finally, feedback helps businesses to maintain a strong organisational culture by emphasising organisational goals, motivating employees, and building relationships based on trust (Baker et al. 2013).

List of ReferencesBaker, A, Perreault, D, Reid, A & Blanchard, CM 2013, Feedback and organizations: feedback is good, feedback-friendly culture is better, Canadian Psychology, vol. 54, no. 4, pp. 260-268, doi:10.1037/a0034691Eunson, B 2014, Interpersonal skills 2: listening, questioning and feedback, in G Nash (ed.), Communication and Thought (COR109), pp. 212-41, John Wiley & Sons, Milton, Qld.Sommer, KL & Kulkarni, M 2012, Does constructive performance feedback improve citizenship intentions and job satisfaction? The roles of perceived opportunities for advancement, respect, and mood, Human Resource Development Quarterly, vol. 23, no. 2, pp. 177-201, doi:10.1002/hrdqWood, JT 2013, Interpersonal communication: everyday encounters, 7th edn, Wadsworth, Boston, MA