Term Paper on "Administrative Purpose Comparative to the Effects"

Term Paper 14 pages (3688 words) Sources: 1+

[EXCERPT] . . . .

Administrative Purpose Comparative to the Effects of Feedback for Developmental Purpose

In whatever aspect of communication, a feedback is very important. It not only allows continued flow of communication, but also greater understanding between the receiver and the sender of the message. But feedback is not only important in the communication process. In business management, giving and receiving feedback is also considered as one of the significant factor to run and strategically manage the people and the business itself.

There are varied types of feedbacks that can be solicited to and from the management. Amongst the highly used are feedbacks with administrative purposes and feedbacks for developmental purposes. As it can be implied, the two state feedbacks differ on its cause. With that been said, this paper is aimed comparing the two types of feedbacks. Specifically, this research is intended for:

Analyzing the common approaches used in feedbacks with administrative purposes and feedbacks for developmental purposes

Comparing the effects that each of the two type of feedbacks has on people

Hypothesis

Feedbacks with administrative purposes normally come from the supervisors or the people of high ranking. These are given to oversee the people and ensure that the whole business operation is running smoothly. Because of such purpose, feedbacks with administrative purposes just have minimal effects to people. It will just always be like doing what is instructed and/or doing to meet up the expectations of the bosses.

Meanwhile, feedbacks for developmental purposes are hypothesized to be like a form of constructive criticisms. It aims to either appraise the employee and/or give him/her incentive for a job well done. At the same time, it can be aimed at correcting the mistakes committed by an employee. Hence, feedbacks for developmental purposes are more profound and lasting. The impact it will give to the receiver can be seen even years after the feedback is given.

Significance of the Study

The result of this study will offer better understanding on one of the aspects of managing people. It should be noted that it is a part of strategic human resource management to interact with the employees, and giving feedback is one of the most important part to human resource interaction.

More so, this paper will provide the researcher to have a more in-depth appreciation towards the different management system. This will also enable the researcher to know the specific type of feedback that can be solicited depending upon the situation.

Lastly, this paper will serve a good guide for other researchers and students who would want to understand and/or make their own research regarding the difference between feedbacks with administrative purposes vs. feedbacks for developmental purposes. How this paper is conducted is a very guide to doing their own research undertakings.

Methodology

This research paper used two approaches to come up with the conclusion. First an in-depth literature review is done to highlight the concepts related to both feedbacks with administrative purposes or feedbacks for developmental purposes. Various books and credible journals were sourced out to analyze the different approaches, reactions and/or effects to giving and receiving the said types of feedbacks. Results are summarized and analyzed and included as important part of this research paper.

Also, a field study is conducted that enabled the researcher to study from first hand resources all the ideas and concepts related to the two types of feedbacks. Supervisors and/or managers and even the subordinates from two organizations were subjected to an interview. Two supervisors and 2 subordinates from a multinational company - GlaxoSmithKline - were asked about the aspects of feedbacks for developmental purposes. Some of the questions given to the interviewees are:

For the supervisors:

How do you go about giving feedbacks which are of developmental purpose?

Do you think beforehand the kind of response that your subordinates will give you once the feedback is given or do you just give it abruptly? Why?

Do you think giving feedbacks for developmental purposes is important? Why or why not?

For the subordinates

Are you always keen on receiving feedbacks from your boss, especially if it will be for developmental purposes? Why?

Do you think receiving this type of feedback is significant to you as an employee and as a person? Why?

Meanwhile, two heads of different departments and two subordinates from Ramon Magsaysay Foundation (a Non-Government organization famous around Asia that offers Ramon Magsaysay Award comparable to Nobel Piece Award) were interviewed regarding the feedbacks with administrative purposes. Questions given are:

For the supervisors:

How do you go about giving feedbacks which are of administrative purpose?

Do you think beforehand the kind of response that your subordinates will give you once the feedback is given or do you just give it abruptly? Why?

Do you think giving feedbacks for developmental purposes is important? Why or why not?

For the subordinates

Are you keen on receiving feedbacks from your boss, especially if it will be for administrative purposes? Why?

Do you think receiving this type of feedback is significant to you as an employee and as a person? Why?

The interviewees are chosen in a non-random approach because in both companies/organizations, it was the top management who chose the particular supervisor and subordinate who are subjected in the interview. Responses are all noted and summarized and become an important part of the results and discussion.

Review of Related Literature

Organizational structure

The employees are one of the biggest weapons of the company. They are the workers who ensure that the company is working right on target and the customers are satisfied with what the company is offering. This is the very reason why the organization sees to it that all the staffs are equipped with the right armament to keep them competitive and effective in their respective responsibilities.

The firm's organizational structure reflects how people or employees interact with each other, how communication flows in and out the company, and how power relationships are defined between the management and the workers. It is by this reason why an organizational analysis is considered as the value-based choices made by the company (Wernerfelt, 1995). Needless to say, the organizational structure tells exactly how the jobs and responsibilities in the firm are formally divided; how different value orientations of organizations influence structure; and what are the importance of achieving high levels of production and efficiency by using formal procedures, centralized authority, direct supervision, and specialized labor (Wernerfelt, 1995).

Some of the most important facets of an organizational analysis is the ability to highlight (Wernerfelt, 1995):

Quality values that are involved by which the importance of maintaining high quality standards has been communicated to all employees and adopted throughout the organization.

Information and analysis which include the scope, validity, use, and management of data and information that support the quality management system, and are being done by the enablers - the human resource which are the most integral part of any organization.

The utilization of human resource utilization in a way that the full potential of each and every employee has been utilized. In the same manner, all employees are enjoined or being motivated to involve in teamwork production system, and in which quality education and training programs are in place for all employees.

Quality assurance approaches used by the organization and maintained by the human resource to assure the high quality of goods and services based on process design and control, and the assimilation of process control with continuous quality improvement.

Lastly, the knowledge of customer which ensure the organization's knowledge and ability to meet the requirements and expectations of internal and external customers

Thus, in any organizational analysis undertaking, the ultimate goal is always to ensure continuum sustainability and competitive advantage of the company by ensuring that the employees - supervisors and subordinates - are providing and receiving feedbacks necessary for their continuum performance.

Feedbacks for Developmental Purposes

Normally, in a business environment, people - subordinates and supervisors alike - have the tendency to engage themselves in "impression management" system, particularly if they think that it will benefit their careers the most (London, 2003). Putting the best foot forward is always the goal of everybody. Getting the attention and the approval of the top management is of the top most concern. This is because impressions of the supervisor or the manager are always thought to be important and the controlling factor of the valued outcomes (London, 2003). More so, the impressions of the boss to his/her subordinates will enable to identify areas for improvements and will of course have a direct effect on the work, performance or career of the subordinates.

However the impression of the subordinates to the boss is not as important as the other way around. Even if the subordinate is ask for an upward rating, such impression can be viewed as developmental in nature but what ever the impression is will not have any direct consequence regarding the boss' performance or career (London, 2003).

Thus, in a typical business environment, feedbacks for developmental purposes… READ MORE

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