The Importance of Organizational Feedback: Article Objectives (Article Critique Sample)

Article Review
Name
Institution
Article Review
Abstract
The organizational feedback is very important for organization in terms of increasing the performance of the workers. The organizational feedback information is very important as organizations try to adapt, survive and perform in their pursuit of success (Chadha & Sharma, 2015). The author of the article brings out the relationship between the employee relationship and performance. The article aims at investigating how the various negative feedbacks in an organization influence the performance of the employees. The findings in the article show that the organizational sources have a huge impact on the performance of the employees. The variance in the performance of employees is usually comes from the supervisory. This article is important for the human resource department in organizations as they can learn on how to improve performance for their employees. The study discusses the relationship between negative or positive feedback in relation to performance, supplement issues, possible explanations and the findings of the research.
Article Objectives
The objective of the article is to understand how the negative or positive feedback affects the overall performance in an organization. The article explores the perceptions that exist in the modern day organization between feedback environment and the criteria of performance. The article explains how the different types of feedback affect performance in an organization. The article simply investigates what motivates or demoralizes employees and what increases performance in an organization.
Methodology
The author used the questionnaire methodology in the collection of data. The questionnaires targeted the different sources in the organization: co-workers, self-task and supervisory sources. The efficiency of this method of collecting data is that you get first-hand information from the sources. The only limitation this methodology had in the study is the many questions, which can be boring for the respondent to answer (Jung & Kim, 2014). However, the many questions provide enough information to carry out the investigations and conclusions. The high number of respondents also provides a range of information that is different, which is important in such a study.
Research Findings
The article examines findings using two different analysis plans. The first analysis involves regression analysis of the performance measure on the negative and positive source scores. The second level of analysis involves analyzing the performance measure on only the relevant factor scores. The author did not analyze other factors as they do not directly influence performance and because the sample used was insufficient for the study. The supervisory factors that include negative expressions, negative consequences, positive job change, positive expressions and positive formal had the largest impact on the performance of employees in the organization (Hashmi, Khan & Haq, 2015). The article suggests that that the different feedbacks from the supervisory source account for the variance of performance among the employees. The positive feedback from the sources relate to high performance while the negative feedback accounts for the low performance. The article implies that feedback from the organizational source affects performance other than from the peer sources. The simultaneous regression indicates that with other factors constant, organizational negative feedback has a huge influence to performance (Hashmi, Khan & Haq, 2015).
Implications
This article clearly justifies that employee well-being in terms of relationship and happiness relates directly to performance. The article suggests that the employee feedback is the touchstone for per performance in an organization. Apart from the implications provided by the author, the employer can apply the m...