Author :
Abstract
Geribildirim, performans ve başarıyı etkileyen önemli unsurlardan biridir. Bu etki olumlu veya olumsuz yönde gerçekleşebilir. Geribildirim, güvenlik yönetiminde de önemli faktörlerden biri olmasına rağmen yöneticiler ve güvenlik çalışanları geribildirim sürecinden çok memnun değillerdir. Personel genellikle geribildirimin yardımcı ve açık olamayan hatta bazen moral bozucu tarzda yapıldığından şikâyet eder. Ayrıca personel bazen daha sonraki performanslarını artıracak, geribildirimi kullanacak şekilde yönlendirme de bulunulmadığından bahsederler. Hatta bunların en kötüsü olarak geribildirimlerin zaman geçtikten sonra yapıldığı için kullanıma elverişli olmadığı ve ilgisiz olduğu vurgulanır. Yöneticilerde personelin verilen geribildirimleri daha sonraki işlerinde kullanmadıklarından yakınırlar. Bu makale de geribildirimle ilgili konuları değerlendirerek uygulama için bir rehber oluşturmayı amaçlıyoruz. Ayrıca bu makale de geribildirimin kavramsal analizi ve performans ve başarı üzerindeki etkileri incelenmiştir. Geribildirimin başarı üzerinde önemli etkileri olmasının yanında geribildirim şekli, nasıl verildiği de başarıyı farklı etkilediği de önemli bir gerçektir. Ayrıca etkili olacağı düşünülen olumlu, olumsuz etkilerini ve zamanlama gibi geribildirimi daha etkili hale getirecek şartları da değerlendirerek bir geribildirim modeli teklif edilmiştir. Sonuç olarak da teklif edilen geri bildirim modelinin güvenlik hizmetinde etkililiği sağlamada kullanılmasına değinilmiştir.
Keywords
Abstract
Feedback is one of the most powerful influences on performance and achievement, but this impact can be either positive or negative. It is widely recognised that feedback is an important part of the security manegement, but both managers and security personnel frequently express disappointment and frustration in relation to the conduct of the feedback process. Personnel may complain that feedback on assessment is unhelpful or unclear, and sometimes even demoralising. Additionally, personnel sometimes report that they are not given guidance as to how to use feedback to improve subsequent performance. Even worse, personnel sometimes note that the feedback is provided too late to be of any use or relevance at all. Furthermore, managers express frustration that personnel do not incorporate feedback advice into subsequent tasks. In this article, we examine some of the issues associated with feedback on assessment and provide some guidelines for effective practice. Also this article provides a conceptual analysis of feedback and reviews the evidence related to its impact on performance and achievement. This evidence shows that although feedback is among the major influences, the type of feedback and the way it is given can be differentially effective. A model of feedback is then proposed that identifies the particular properties and circumstances that make it effective, and some typically thorny issues are discussed, including the timing of feedback and the effects of positive and negative feedback. Finally, this analysis is used to suggest ways in which feedback can be used to enhance its effectiveness in security manegement.
Keywords
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