Getting called out: Effects of feedback to social media corporate social responsibility statements

Corporate social responsibility (CSR) efforts via social media are increasingly common and are often key to achieving organizational CSR objectives. Concerns exist about potential damage caused by negative user comments and effects of user feedback to CSR efforts are mostly unknown. Exploring the effects of positive and negative comments to social media CSR statements and subsequent organizational response, this work reports the results of an online experiment (N = 257) that manipulated both user-generated feedback to organizational CSR statements and subsequent organizational responses. Results demonstrate that negative user comments are less of a concern than commonly thought, and call into question the value of organizational response to user feedback.     

A Comparison of Immediate and Post-Session Feedback with Behavioral Skills Training to Improve Interview Skills in College Students

ABSTRACT

Successful interviewing skills help maximize the probability that a job candidate will make a positive impression upon a prospective employer. Previous research described a method to increase appropriate interview skills using Behavioral Skills Training (BST) with post-session feedback. Immediate feedback has been shown as an effective method that may improve the effectiveness and efficiency of the training package described by previous research. The purpose of this study was to replicate past studies using BST to improve interview skills of college students and extend the study by comparing post-session and immediate feedback. All participants demonstrated improvements in interview skills, thus replicating previous findings. More specifically, BST with immediate feedback showed greater acquisition, maintenance, and generalization, with fewer training minutes required to meet mastery criteria compared to BST with post-session feedback.     

线性电路的两个性质及其应用

本文提出了两个线性电路的性质,一个是利用变换受控源控制变量的方法,将受控源的输出特性改造成支路特性的形式,这样,受控源可用一条含源支路等效代替,另一个是支路移位的概念,按照这一概念,在电路中可以断开任一支路,或者,将两个回路间的公共支路一劈为二,而不改变电路的工作状态。掌握了上述的电路性质为分析电路增添了可供选择的方法。     

Analysis of a Feedback Fluid Model for Heterogeneous TCP Sources

In this paper we consider a bottleneck link and buffer used by one or two fluid sources that are subject to feedback. The feedback is such that the model captures essential aspects of the behavior of the Transmission Control Protocol as used in the Internet. During overflow, the buffer sends negative feedback signals to the sources to indicate that the sending rate should be reduced. Otherwise the buffer sends positive signals so as to increase the rate. In this context we find closed form expressions for the solution of the one-source case. The two-source case extends the single-source model considerably: we can control the behavior and parameters of each source individually. This enables us to study the impact of these parameters on the sharing of links and buffers. For the two-source case we solve the related two-point boundary value problem in the stationary case. We also establish a numerically efficient procedure to compute the coefficients of the solution of the differential equations. The numerical results of this model are presented in an accompanying paper.     

反馈法在英语语音教学中的运用

进入21世纪,一场以提高英语发音水平为目标的语音革命在专业英语教学界悄然展开,会说已经不再是英语学习的标准,说得准才是其最终目标。为贯彻落实教育部《高等学校英语专业英语教学大纲》精神,切实提高英语专业学生的语音水平,本文在充分肯定现行英语语音教学所取得成绩基础上,着重就在英语语音教学过程中使用反馈法的实践环节进行了积极探讨,发表了一些自己的看法。本文认为,教学方法无好坏,只要能达到预定的目标,各种方法均应该大胆尝试,要在创新中推进教学方法改革。     

Objective Performance Feedback: Is Numerical Accuracy Necessary?

Performance feedback is ubiquitous in Organizational Behavior Management (OBM); yet its essential components are still debated. It has been assumed that performance feedback must be accurate, but this assumption has not been well established. Two experiments were carried out to research feedback accuracy. Experiment 1 was a single-subject design where performance feedback accuracy was manipulated. Results from Experiment 1 suggested feedback may not need to be accurate to improve performance prompting a follow-up study. Experiment 2 was a repeated measures between-groups design with three types of objective feedback: accurate, high (triple) and low (1/3) inaccurate, and no feedback control. Both accurate and tripled feedback significantly improved performance over the control and low-inaccurate feedback groups. Performance feedback may have reduced time off-task across all three feedback conditions compared to the control. Data from performance feedback research need multi-faceted analysis to fully understand how and why performance feedback changes behavior.     

Great Expectations: The Growing Divide between Students and Social Work Educators

This article examines and reflects upon initial findings from a longitudinal study evaluating the experiences and views of students on professional social work programmes across four higher education institutes in the North West of England, on the BA and the MA routes. The paper focuses on one aspect of this study; the students' experience of assessment. In particular it examines how students experienced the process of learning, assessment, support and feedback, which was found to be in part shaped by previous educational experiences. The range of assessment methods previously experienced by students was diverse, some of which were more helpful than others in preparing them for their professional training. Lack of foundation subject knowledge presented a challenge to students on both courses, in particular for MA students who were being assessed at ‘M’ level. Unmet expectations of both the amount and type of support created anxiety, frustration and even anger for some. The ‘search for certainty’ led to anxiety amongst many first year students who believed that academics could facilitate the assessment process by providing ‘the answer’. This exploration of assessment reveals, we believe, a growing divide in the expectations of social work students and their educators.     

‘How Am I Doing?’: Advancing Management Skills Through the Use of a Multi-source Feedback Tool to Enhance Work-based Learning on a Post-qualifying Post-graduate Leadership and Management Programme

The acquisition of advanced skills and knowledge in leadership and management is cited as key to delivering a vision for quality care services. Managers need concrete tools for promoting their own learning within organisational cultures for self-managed learning to thrive. We report on the application of a tailor-made multi-source feedback tool to promote the advancement of management skills on a post-qualifying award for social work managers. This particular tool was based on English national leadership and management standards and its 10 ‘key principles’. Managers were required to analyse and reflect on their current level of skill using line-management, peer, supervisee, staff and service user appraisal. They then developed a work-based learning and development plan, supported by mentoring and supervision. How we actually measure skill and associated knowledge and values is an under-researched area. Determining the ideal structure for defining and measuring outcomes of skill development highlights the complexities involved. Data from the managers' own evaluations are used to debate the value of using skill definitions flexible enough to enable individual use and interpretation but not so general as to be meaningless. The discussion suggests that use of a multi-source assessment tool and the process were found to be useful on a number of dimensions.     

当代家庭代际支持观念与群体差异——兼论反馈模式的文化基础变迁

通过对上海和兰州两地的抽样调查数据的分析发现,善事父母仍受高度重视,为孩子无限操心的认可度没有孝顺父母的认可度高。虽然经济和社会福利进步对传统代际伦理有所冲击,但青年人的代际支持观念总体上呈现"重老轻小",而非大众舆论中的"孝道衰落"态势。对子女的无限责任伦理消解与现实中子女对父母的工具性依赖增大形成张力,冲击了传统反馈模式实现代内均衡的基础。     

Walking on thin ice: CEOs′ internationalization decisions in underperforming firms

We build on previous research on the behavioral theory of the firm to examine the relationship between performance shortfalls and internationalization. We start from existing literature in claiming that the interplay between the aspirations of restoring performance and survival concerns leads to an inverted U-shaped relationship between a firm's performance shortfalls and its new internationalization. Our main contribution is to show that CEO duality moderates this relationship. Dual CEOs have a high control of the board that reduces oversight and increases their job security. This allows them to impose their risk preferences, thus embracing survival over aspirations. Our empirical analysis using a sample of Spanish listed firms from 1986 to 2010 provides support for our hypotheses.