Do you think it is a good idea for a leader to seek feedback from followers? Why or why not?
What will be an ideal response?
As noted previously, performance management systems have been criticized for
emphasis on categorizing employees and failure to address the followers need for
feedback on their work on a day-to-day basis. As shown in Figure 9.7, the situation
affects the person’s motives for feedback seeking. People may either want to defend
their self-perception or image (ego or image defense). Alternatively, their goal may be to enhance their self-perception (or image) in the eyes of others (by asking for feedback
on something they knew they did a good job on, for example). There are five patterns of
feedback seeking that matter: (1) how frequently people seek feedback, (2) how they
seek it (observing, comparing, or asking for it), (3) the timing, (4) who they ask for
feedback from (i.e., the target), and (5) what they ask for feedback about (e.g., success
on an task assignment). Outcomes from feedback seeking are a more accurate
perception of one’s own performance and progress on goal attainment by gaining
feedback when needed. Also, one’s self-perception and image may be enhanced
through the five strategies of feedback seeking. Research on feedback seeking
suggests seeking negative feedback does improve an employee’s image (unless the
feedback seeker is a poor performer). However, seeking positive feedback can be
detrimental to a leader’s image as seen by subordinates.
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Fill in the blank(s) with the appropriate word(s).
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a. sometimes a personal defense. b. sometimes a real defense. c. generally no defense at all. d. sometimes a personal defense and sometimes a real defense.