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Psychology · Studypool

Psychology Question

Post ID: 3438631

PSYC*4330 Adv Topics in I/O Psychology

GROUP 1 AND TOPIC IS

General

Description

Due 24Th 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 both (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 14 references.

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 should be 10 slides exactly.

Slide 1 – Tile page

Slide 2 – Content Page should just tell that we will cover theses Outline the key areas we’ll cover.-just outline the Effective Feedback Practices,. Biases in Performance Ratings,4. Theories of Feedback Acceptance,5. Implications for Employee Development & Fairness (Conclusion)

SLIDE 3-SLIDE 8 CONTENT

Slide 3- Define performance appraisal EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)

Slide 4 Define feedback. EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY

Slide 5 Difference between performance appraisal and feedback

slide 6- 8 Explain why it matters in organizations. EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)

SLIDE 9 AND SLIDE 10SHOULD BE REFRENCE SLIDE.

1.Introduction & Overview(ONLY THIS PART HAS TO BE MADE READ THE READING DEEPLY AND ALSO USE CASE STUDY ,ATELAST 2 REALIFE EXAMPLE WITH EAHC CONCEPT

2.USE SMART ART for diagram and etc INTEXT CITATION SHOULD MATCH WITH REFEFENCE

3.AND ESPECIALLY SLIDES SHOULD BE CRTAIVER INNOVATIVE ANDD SHOULD HAVE PROPER USE OF SMARTCHARTT, GRPAH.

4.SLIDE SHIULD HAVE MAIN KEY WORD ANDF PROELY IMGAES AS WLEL METING EAHC AND EVRY SINGLE PART OF GRADING RU BRIC

5.AND SCRIPT Should PROPELY

Do proper deeply research and it should like you are presenting in workplace in industrial and organization psychology. Use only academic peer reviewed academic sources).

INSTRUCTIONS AND GRADING RUBRIC

GRADING RUBRIC

Group presentations

1.Each group will deliver a 30-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 30 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 11 slides exactly.
  • Slide 1 – Tile page
  • Slide 2 – Content Page should just tell that we will cover theses Outline the key areas we’ll cover.-just outline the Effective Feedback Practices,. Biases in Performance Ratings,4. Theories of Feedback Acceptance,5. Implications for Employee Development & Fairness (Conclusion)
  • SLIDE 3-SLIDE 8 CONTENT

    • •Slide 3- Define performance appraisal EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)

    •Slide 4 Define feedback. EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY

    •Slide 5 Difference between performance appraisal and feedback

    •slide 6- 8 Explain why it matters in organizations. EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)

  • SLIDE 9 AND SLIDE 10SHOULD BE REFRENCE SLIDE.

    • •ONLY THIS PART HAS TO BE MADE READ THE READING DEEPLY AND ALSO USE CASE STUDY ,ATELAST 2 REALIFE EXAMPLE WITH Each CONCEPT

    OUTLINE FOR MORE ESAY WAY OF UNDERSATDING WHILE YOU ARE MAKING PRESENATION :

    Slide1- Title page

    Slide 2 – Content Page (Preview of Key Areas)

    • Title: Outline / Agenda
    • Bullet points:
      1. Effective Feedback Practices
      2. Biases in Performance Ratings
      3. Theories of Feedback Acceptance
      4. Implications for Employee Development & Fairness (Conclusion)

    Slide 3 – Define Performance Appraisal

    • Definition (academic, especially in/O psychology context).
    • Purpose and importance (evaluation, promotions, training needs).
    • Real-life Example: at least two real-life example connected to industrial and organization psychology
    • Visual: SmartArt “Job Performance → Appraisal → Outcomes (promotion, pay, training).”, proper images , use icons as well to make it creative

    Slide 4 – Define Feedback

    • Definition (formative & developmental).
    • Continuous vs. one-time, formal vs. informal.
    • Real-life Example: at least two real-life example connected to industrial and organization psychology
    • Visual: Feedback cycle diagram.

    Slide 5 – Difference Between Performance Appraisal & Feedback

    • Comparison (Table/SmartArt):
      • Appraisal = summative, formal, infrequent.
      • Feedback = developmental, continuous, improvement-focused.
    • Real-life Example: at least two real-life example connected to industrial and organization psychology

    Slides 6–7 – Why It Matters in Organizations

    • Importance:
      • Aligns employee & organizational goals.
      • Enhances engagement, fairness, and trust.
      • Encourages growth and reduces turnover.
    • Examples: at least two relaife example connected to industrial and organization psychology
    • Visuals:
      • SmartArt: Feedback/Appraisal → Development → Organizational Success.
      • Graph: Engagement before vs. after reform.

    Slide 8 and slide 9 References

    6.USE SMART ART DEWSCRIBR PROEOLY INTEXT CITATION SHOULD MATCH WITH REFEFENCE

    7.AND ESPECIALLY SLIDES SHIULD BE CRTAIVER INNOVYATOIVE AND SHOULD HAVE PROPER USE OF SMARTCHARTT, GRPAH.

    8.SLIDE ShOULD HA VEMAIN KEY WORD AND PROELY IMGAES AS WLEL METING EAHC AND EVRY SINGLE PART OF GRADING RU BRIC

    9.AND SCRIPT Should PROPELY

    10.Do proper deeply research and it should like you are presenting in workplace in industrial and organization psychology. Use only academic peer reviewed academic sources).

    •Define performance appraisal and feedback.(EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)

  • Difference between performance appraisal and feedback. EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)
  • Explain why it matters in organizations. EXPLAIN DEEPLYWITH REALIFE EXAMPLE IN INDUSTRIAL AND ORGANZATION PSYCHOLOGY)
  • Slide 8 should just tell that we will cover theses Outline the key areas we’ll cover.-just outline the Effective Feedback Practices,. Biases in Performance Ratings,4. Theories of Feedback Acceptance,5. Implications for Employee Development & Fairness (Conclusion)
  • 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 TYLE (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.

    Grading Rubric Evaluation(very very important)

    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

    • 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.

    Reference has to be-

    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.

    Reference has to be-

    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).

    Docx 7 is outline how to make it