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Psychology Question

Post ID: 3437590

Overview

PSYC*4330 Adv Topics in I/O Psychology

Due 23rd September

Value: 45% Due: 23rd September Early submission bonus: add 2% for papers received by Wednesday of Week 3, 11:59 PM ET

GROUP 1 AND TOPIC IS

General

Description

Due 23rd September

Performance Appraisal and Feedback

Evidence on effective feedback

practices, biases in performance

ratings, and theories of feedback

acceptance. Explore implications for

employee development and fairness

TOPIC IS: Performance Appraisal and Feedback

Description: Evidence on effective feedback practices, biases in performance ratings, and theories of feedback acceptance. Explore implications for employee development and fairness.

Title: “Performance Appraisal and Feedback: Evidence, Biases, and Theories for Fair and Effective Employee Development”

The whole presentation has to be in academic tone.

After using all (4) reading provided by me and then find out 10 peer reviewed sources and do the research properly in deep.

Do the proper research in deep.

Total

And guidelines and you have to answer to this I am proving the grading rubrics everything write in own words and do not use AI AND CHATGPT AS MAM HAS THE SOFTAWARE TO DETECT.EACH AND EVERY LINE and each and every single word.

Length- 7 slides exactly

On slide no 1 Title page.

On slide 2- Table of content

Slide 3-Slide6content

On slide no 7 reference should only come.

1. Introduction & Overview

  • Define performance appraisal and feedback.
  • Explain why it matters in organizations.
  • Outline the key areas we’ll cover.

(this is part of mine so you have prepare this part deeply)

These are the key areas we’ll cover are as follows:

2. Effective Feedback Practices

  • Research on what makes feedback effective (timeliness, specificity, constructiveness, etc.).
  • Examples of best practices in organizations.
  • Common pitfalls when feedback is delivered poorly.

3. Biases in Performance Ratings

  • Types of bias (halo effect, leniency/severity, similarity bias, gender/racial bias, etc.).
  • How these biases distort fairness and accuracy.
  • Strategies organizations use to reduce bias.

4. Theories of Feedback Acceptance

  • Key theories/models (Feedback Intervention Theory, Self-Determination Theory, Cognitive Dissonance, etc.).
  • Why employees accept or resist feedback.
  • Role of trust, psychological safety, and perception of fairness.

5. Implications for Employee Development & Fairness (Conclusion)

  • How feedback affects growth, motivation, and learning.
  • Connection between fair appraisals and organizational justice.
  • Practical recommendations for HR and managers.
  • Wrap-up and closing remarks.

INSTRUCTIONS AND GRADING RUBRIC

GRADING RUBRIC

Group presentations

1.Each group will deliver a 10 -minute presentation, followed by a class discussion. Please review the instructions below to help you prepare and deliver effectively.

2.Timing and Format

  • Aim for 10 minutes of presentation time.

    • Slides should have proper images and visuals use visuals and chart especially. (should have proper intext citation under images and charts).

    Use footnotes as well for some extra content.

    Ands also provide the word docx for the each slides. You have to properly write the notes with proper explanation in detail and should be in point form and should explain each and every slide covered properly in PowerPoint.

    Follow apa7 owl purde style for the refence and whole docx should be double spaced and also provided a script in word docx explain properly each concept discussed in presentation.

  • Be prepared for the discussion session immediately after your presentation.
  • Groups are free to decide how to divide content among members.
  • It is required that every member presents.
  • However, I encourage everyone to participate, as presenting is good practice for all.

    • Preparation and Support

  • If your group would like guidance and feedback while preparing, you may use office

    • hours.

  • If office hours do not work with your schedule, please reach out, and I will do my best to accommodate.

    • Slides and Materials

    Length should be 7 slides exactly.

    Slide 1 – Tile page

    Slide 2 – Content Page

    SLIDE 3-SLIDE 6 CONTENT

    SLIDE 7 SHOULD BE REFRENCE SLIDE.

  • Slides must be shared with me prior to the presentation, ideally by the night before.
  • Ensure your presentation includes a list of references in APA 7 OWL PURDE STYLE (Intext citation should match with references)

    • ( use only academic peer reviewed sources)

    First use the four (4) reading provided by me and then find out 10 peer reviewed sources as well do deep research and use them properly.

    2 reading provided by me and then find out the 10 peer reviewed sources.(donot use any book and Wikipedia sources)

    References HAS TO BE IN APA7 OWL PURDE STYLE.

  • A total of 14 references is advised to ensure sufficient breadth and depth of coverage.

    • Total= 14 sources should there reference. Exactly.

    Evaluation

    Here is a more detailed rubric:

    1. Content knowledge and communication (30%)

  • Demonstrates strong understanding of the material.
  • Explains concepts accurately and clearly.
  • Uses appropriate terminology.

    • 2. Breadth and depth of content (30%)

  • Provides comprehensive coverage of the assigned topic.
  • Includes sufficient depth and detail without overwhelming the audience.
  • Avoids superficial and incomplete treatment of key points.
  • There should be no superficial and incomplete treatment of key points.

    • 3. Practical implications (15%)

  • Deeply connects theory and concepts to real-world contexts and applications.
  • Highlights relevance for practice, policy, and professional settings.
  • Provides concrete takeaways and lessons for the audience.

    • 4. Structure and style (10%)

  • Presentation has a clear and logical structure.
  • Information flows logically and smoothly.
  • Use proper Visuals (slides, charts, etc.) are well-designed and support the message.
  • Intext citation should properly match with reference.

    • 5. Preparation and delivery (10%)

  • Evidence of planning, rehearsal, and time management.
  • Transitions between presenters (when applicable) are smooth.
  • Delivery is well-paced.

    • 6. Oral communication (5%)

  • Presentation is clear, articulate, and audible.
  • Tone and pace keep the audience engaged.

    • 7. Referencing(5%)

  • This is an academic presentation. The Psychology department requires APA7 Psychology format in-text citations, and a list of references should be in bibliography format.
  • You are required to use the APA 7 OWL PURDE Citation Style that is used by the Department of Psychology(APA7 OWL PURDE STYLE).
  • Intext citation should match with References
  • FOLLOW IT very strictly !!!
  • The whole presentation has to be in academic tone.
  • After using both (4) reading provided by me and then find out 10 peer reviewed sources and do the research properly in deep.
  • Total 14 references should be there.
  • References has to be in APA7 OWL PURDE STYLE.
  • And guidelines and you have to answer to this I am proving the grading rubrics everything write in own words and do not use AI AND CHATGPT AS MAM HAS THE SOFTAWARE TO DETECT.EACH AND EVERY LINE and each and every single word.
  • READING ARE AS FOLLOWS:

    • •READING 1 -Getting rid of performance ratings: Genius or folly? A debate. Industrial and Organizational Psychology: Perspectives on Science and Practice

    Reference has to be-

    Adler, S., Campion, M., Colquitt, A., Grubb, A., Murphy, K., Ollander-Krane, R., & Pulakos, E. D. (2016). Getting rid of performance ratings: Genius or folly? A debate. Industrial and Organizational Psychology: Perspectives on Science and Practice, 9(2), 219–252. https://doi.org/10.1017/iop.2015.106

    •READING 2 : The evolution of performance management: Searching for value.

    Reference has to be-

    Pulakos, E. D., Mueller-Hanson, R., & Arad, S. (2019). The evolution of performance management: Searching for value. Annual Review of Organizational Psychology and Organizational Behavior, 6, 249–271. https://doi.org/10.1146/annurev-orgpsych-012218-01... annualreviews.orgresearchgate.net

    READING 3- Murphy, K. R. (2008). Explaining the weak relationship between job performance and ratings of job performance. Industrial and Organizational Psychology, 1(2), 148- 160 https://www.cambridge.org/core/journals/industrial...

    READING 4- O’Boyle, E. J., Jr., & Aguinis, H. (2012). The best and the rest: Revisiting the norm of normality of individual performance. Personnel Psychology, 65(1), 79–119.- https://onlinelibrary.wiley.com/doi/full/10.1111/j...

    DOCX 5 I AM ATTACHING IS THE Group Presentation ASSIGNMENT INSTRUCTIONS DOCX (VERY VERY IMPORTANT).

    DOCX-6 IS THE PDF OF THE GRADING RUBRIC (VERY VERY IMPORTANT).