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Over time, the employee might anticipate the negative feedback whenever the supervisors praise them. Such cases happen because the sandwich technique is learned through classical conditioning. Through which, the trustworthiness of the advice giver is diminished, and therefore the efficacy of giving any positive or constructive feedback shrinks.
This concept differentiates performance from outcomes. Outcomes result partially from an individual's performance, but they are also the result of other influences. In other words, there are more factors that determine outcomes than just an employee's behaviors and actions. Campbell allows for exceptions when defining performance as behavior.
Kramer et al. (2014) found a 0.07%—that's not 7 percent, that's 1/15th of one percent!!—decrease in negative words in people's status updates when the number of negative posts on their Facebook news feed decreased. Do you know how many words you'd have to read or write before you've written one less negative word due to this effect?
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If you ask a Disney park employee a question, don't expect this lackluster response! The post The 3 Words Disney Employees Aren’t Allowed to Say appeared first on Reader's Digest.
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