The assignment I submitted last week is attached. 
Assignment: Proposing Meaningful Feedback
Last week, you conducted an observation of an individual and analyzed the inferences you made based on specific behaviors. Reflect on your observation and consider how you would provide feedback to the individual in order to promote change. Review the basic requirements of feedback in Box 8.5 in the Hunt and Weintraub text. Keep in mind the importance of providing balanced feedback that is both positive and negative. Consider how you would approach the individual and how you would deliver the feedback so that the individual is receptive to it.
To prepare for this Assignment, review this week’s Learning Resource.
To complete your Assignment, compose a cohesive document that addresses the following:
Propose feedback that you would communicate to the individual you observed in Week 3 to encourage a change following the basic requirements of feedback.
Be sure to support your Assignment using this week’s Learning Resource or other credible and relevant resources. You may also include quotes from the weekly Discussion that you think support your Assignment.
Running head: OBSERVATION
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Conducting an Observation
Blanche Sanders
Walden University
MMSL 6660: Personal Leadership: Mentoring and Coaching
Dr. Kristie Remally
November 20, 2022
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While there are numerous uses for behavioral monitoring in the workplace. Employee
observations yield a wealth of information that might influence an employee’s motivation and
dedication. Research shows that observations can reveal a worker’s drive, dedication, skill, and
preparation (Rojuli, Rahayu, & Disman, 2017, p. 554).
I spent the entirety of my eight-hour shift at the hospital, watching my coworkers while
conducting this observation. Since the Orthopedic unit I work on is notoriously busy in the
winter, I paid close attention to how my coworkers—nurses and CNAs—worked together
throughout the shift. This qualifies as an observation because it centers on what is observed
rather than statistical information. Due to the study’s usage of tiny groups, this analysis is on a
micro level. In order to do this analysis, a combination of observation and patient observation
would be used. I can relate to how the groups interact with one another because I am a CNA at
work; thus, I can make this claim. This study concluded that most workplace observations will
produce biased results and that individuals asked to self-observe are likely to omit details about
their potential for improvement (Carpenter, Rangel, Jeon, and Cottrell, 2017, p. 877).
Both nurses and CNAs are among the individuals I am observing. There were about two
to two nurses and three CNAs. Asian women in their 20s to 30s makeup the population. Two
nurses have badges that say “RN BSN,” so I know they have at least a bachelor’s degree in
education. I have no means of knowing the educational background of the CNAs, but given that
they are CNAs, they are pursuing an associate’s degree or are enrolled in a nursing program. This
is because CNAs generally enroll in classes to finish their general education requirements for
nursing school or to earn their nursing degree. Since both nurses had rings on their wedding
fingers, I believe they are all married or engaged. However, this assumption could be incorrect
because many wear bands on their wedding fingers. Since none of the CNAs wear jewelry while
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at work, I am still determining their marital status concerning them. Unless I question them
explicitly, I cannot assume they are married or involved in any relationship.
We were all working our regular shifts at the time of these observations. When our shifts
start at 8 p.m. our regular shifts consist of our rounds, vitals at 3 a.m. and 7 a.m., passing
medicine, toileting our patients, and routine patient care like hygiene assistance, food and drink
refills, and occasionally going for walks with the patients. From the nurse’s station, I saw a nurse
and a CNA helping a patient use the restroom. I observed a nonverbal status communication
during this observation. Both the nurse and the CNA assisted the patient in using the bedside
toilet, which is expected because many patients need assistance getting up owing to broken
bones. During this encounter, the nurse instinctively gave the CNA the wipes after completing
the patient and traded places with her to clean the patient up. The nurse made it apparent with
gestures that she is a nurse and has more essential tasks to perform than taking care of a patient,
which is why this is a nonverbal signal of status. However, in two instances of assistance, the
nurse is just as competent to carry out the duties of a CNA. As many people are aware, the CNA
is often the one who toilets patients. This discussion made the situation plain, and I could tell the
CNA was upset since the nurse received a foul look. In our industry, occurrences like these are
typical. More often than not, nurses use CNAs to complete the “dirty work” they feel they are too
educated for. We eventually received a male nurse who drifted to our ward throughout the night
due to a nurse becoming ill. One of our patients complained about the male nurse during the shift
change because she thought men should not work in nursing. After all, it was a “female job.”
This might relate to the idea of gender roles. This can result from the woman’s advanced age and
early upbringing. Specific professions and responsibilities would have been considered the
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standard for women in the 1930s. However, today that is different because our generation
believes that men and women can carry out the same tasks.
Furthermore, it is incredibly convenient to presume that nurses are female. Due to its
crucial mission of aiding others, the hospital itself contributes to society. Without hospitals, there
would be many problems in society as a whole. We would be unable to prevent society from
being ill and restore them to their health. However, when we have patients who will not accept
males as members of their care team, it causes problems in the hospital since we have to adjust
the assignment to the patient’s benefit.
During the observation, I have been more conscious of how the personnel are handled
according to their level of education, gender, and age. Patients often told me throughout this
observation that I was not qualified to care for them because I was simply a certified assistant, in
my personal experience. In a position of caregiving, you make every effort to be kind and
sympathetic with the patient when they voice their grievances; yet, there have been numerous
occasions when male patients have made fun of my coworkers and me because of our gender.
Male patients frequently treat female patients as though they lack education, cannot offer sound
counsel or treatment or are not “clever” enough to take care of them. Because we women in the
hospital have to work harder to demonstrate that we are capable of performing the same tasks as
the male doctors and nurses, this idea frustrates me. This is similar to the conflict theory, which
holds that we compete for the resources provided to establish our value. This comment made it
tremendously more apparent how strongly women feel that we must demonstrate to others that
we are just as strong and talented as males. My coworkers have put in much effort to get to
where they are. Women will eventually become discouraged and cease to seek to overcome the
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barrier that society has erected in the face of ignorance if society continues to view them as
unable and uninformed.
Observing behavior at work is crucial since it continuously yields valuable information.
In a YouTube video, Debs from Belbin explains how much information can be acquired and
disseminated because actions constantly change. Based on an employee’s actions, supervisors
can provide constructive comments. Several factors, including but not limited to changes in the
workplace environment, changes in an employee’s personal life, and even personality clashes
between coworkers, can cause an employee to change (Belbin, 2017).
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References:
Belbin. (2017, March 30). Why observing and measuring behavior is important.
Retrieved from https://www.youtube.com/watch?v=MKq5ckZFQUc
Carpenter, N. C., Rangel, B., Jeon, G., & Cottrell, J. (2017). Are supervisors and
coworkers likely to witness employee counterproductive work behavior? An
investigation of observability and self-observer convergence. Personnel Psychology,
70(4), 843–889. https://doi-org.ezproxy.liberty.edu/10.1111/peps.12210
Rojuli, S., Rahayu, A., & Disman. (2017). Observational learning on industry work
practices toward job readiness. Educational Research and Reviews, 12(9), 554–558.
Retrieved from http://search.ebscohost.com.ezproxy.liberty.edu/login.aspx?
direct=true&db=eric&AN=EJ1141918&site=ehost-live&scope=site