THE INFLUENCE OF ORAL CORRECTIVE FEEDBACK ON EMPLOYEES’ PERFORMANCE IN GHANA
Abstract
Oral corrective feedback (OCF) is usually provided on the verbal communication of speech participants. This type of feedback is mostly used in second language teaching and learning. However, outside the classroom context, OCF is not pronounced. So, this paper assesses the effect that oral corrective feedback has on employees’ performance at BeckyHays Tailoring Shop, Kumasi, Ghana. Utilizing the purposive sampling technique, six (6) apprentices were studied through observation and interview. The study results indicated that corrective feedback, specifically OCF, can be instrumental in improving employees’ performance. Also, it was realised that oral corrective feedback could sharpen apprentices’ observational skills. Finally, the study revealed that OCF could provide a fertile ground for peer-teaching, which is geared towards performance improvement. The paper recommended that OCF strategies of directive remarks, recommendations, and model imitation should be reinforced in the informal and non-formal contexts in Ghana, owing to their ability to affect employees' performance positively.
Key words: Oral Corrective Feedback, Employees’ Performance, Directive Remarks, Model Imitation
CITATION: Owusu A. K., Owusu, E., Senyah, M. M., & Appiah, A. F. (2022). The influence of oral corrective feedback on employees’ performance in Ghana. The Strategic Journal of Business & Change Management, 9 (1), 600 – 609.
Full Text:
PDFReferences
Aguinis, H . (2019). Performance management (4th Ed.). Chicago Business Press.
Bakker, A. B.; Demerouti, E.; Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43(1),83-104. https://doi.org/10.1002/hrm.20004
Borman, W.C. and Motowidlo, S.J. (1993). Expanding the Criterion Domain to Include Elements of Contextual Performance. In: Schmitt, N. and Borman, W.C., (Eds.), Personnel Selection in Organizations (pp.71- 98). Jossey-Bass, San Francisco.
Borman, W.C. & Brush, D.H. (1993) More Progress towards Taxonomy of Managerial Performance Requirements. Human Performance, 6, 1-21. https://doi.org/10.1207/s15327043hup0601_1
Brookhart, S. M. (2008). How to give effective feedback to your students. Alexandria, VA: Association for Supervision and Curriculum Development.
Brown, H. D. (2001). Teaching by principles: An interactive approach to language pedagogy. New-York: Longman.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed., Vol. 1, pp. 687–732). Palo Alto, CA: Consulting Psychologists Press.
Centeno, A. S., & Ponce, S. Y. (2019). Beliefs about oral corrective feedback in an Argentinean EFL university classroom: Their impact on a teacher’s classroom actions. Apples. Journal of Applied Language Studies, 13(3), 35-58.
Ellis, R. (2009). Corrective feedback and teacher development. L2 Journal, 1(1), 3-18
Ellis, R. (2017). Oral corrective feedback in L2 classroom. What we know so far. In H Nassaji & E. Kartchava (Eds.), Corrective feedback in second language teaching and learning (pp.3-18). New York: Routledge.
Ellis, R. & Shintani, N. (2014). Exploring language pedagogy through Second Language Acquisition Research. UK: Routledge. Doi: 10.4324/9780203796580
Erlam, R.; Ellis, R. & Batstone, R. (2013). Oral corrective feedback on L2 writing: Two approaches compared. System, 41 (2), 257-268.
Gebhard, J. G. (2006). Teaching English as a foreign or second language: A teacher self-development and methodology guide. Ann Arbor: University of Michigan Press.
Griffin, M.A., Neal, A. & Parker, S.K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50, 327-347. http://dx.doi.org/10.5465/AMJ.2007.24634438
Harmer, J. (2012). Essential teacher knowledge : core concepts in English language teaching. Harlow, England: Pearson Education Ltd.
Hattie, J. & Timperley, H. (2007). The power of feedback. Review of Educational Research, 77(1), 81-112.
Junqueira, L., & Kim, Y. (2013). Exploring the relationship training, beliefs, and teachers’ corrective feedback practices: A case study of a novice and an experienced ESL teacher. Canadian Modern Language Review/La Revue canadienne des langes vivantes, 69(2), 181-206.
Kihama, J. W. & Wainaina, L. (2019). Performance appraisal feedback and employee productivity in water and sewerage companies in Kiambu County, Kenya. International Academic Journal of Human Resource and Business Administration, 3(5), 376-393
Koopmans, L.; Bernaards, C.; Hildebrandt, V.; Buuren, S v.; van der Beek, A. J.; & de Vet, C. W. H. (2012)."Development of an individual work performance questionnaire", International Journal of Productivity and Performance Management, 62(1) pp. 6 - 28
Lance, E. C.; Butts, M. M.; & Lawrence, C. M. (2006). The Sources of Four Commonly Reported Cutoff Criteria: What Did They Really Say? Organizational Research Methods, 9(2), 202-220. DOI: 10.1177/1094428105284919
Long, M. H. (1996). The Role of the Linguistic Environment in Second Language Acquisition. In W. C. Ritchie, & T. K. Bhatia (Eds.), Handbook of Second Language Acquisition (pp. 413-468). Cambridge, MA: Academic Press.
https://doi.org/10.1016/B978-012589042-7/50015-3
Lightbown, P. M. & Spada, N. (1999). How languages are learned. Oxford, UK: Oxford University Press.
Lyster, R. & Ranta, L. (1997). Corrective feedback and learner uptake: Negotiation of form in communicative classrooms. Studies in Second Language Acquisition, 19(1), 37-66.
Lyster, R. (1998b). Recasts, repetition, and ambiguity in L2 classroom discourse. Studies in Second Language Acquisition, 20, 51-81.
Lyster, R. & Saito, K. (2010). Oral feedback in classroom SLA: A meta-analysis. Journal Studies in Second Language Acquisition, 2(32), 265-302
Mathers, N. Fox, N. & Hunn, A. (2002). Using Interviews in a Research Project. Trent Focus Group
Maxham, G. J.; Netemeyer, R. G.; & Lichtenstein, D. R. (2008). The Retail Value Chain: Linking Employee Perceptions to Employee Performance, Customer Evaluations, and Store Performance. Marketing Science, 27(2), 147-167. DOI: 10.1287/mksc.1070.0282
Marangu, E. K. (2014). Employee performance improvement strategies among faith-based humanitarian organizations in Kenya. [Unpublished master’s dissertation]. University of Nairobi, Kenya
Mathers, N., Fox, N & Hunn, A. (2002). Trent Focus Research and development in Primary Health Care: Using Interviews in a Research Project. University of Sheffield
Mori, R. (2002). Teachers’ beliefs and corrective feedback. AJAL Journal, 24(1), 52-73.
Mori, R. (2011). Teacher cognition in corrective feedback in Japan. System, 39(4), 451-467.
Murphy, K. R. (1989). Dimensions of job performance. In R. F. Dillon & J. W. Pellegrino (Eds.), Testing: Theoretical and applied perspectives (pp. 218–247). Praeger Publishers.
O'Keeffe, J., Buytaert, W., Mijic, A., Brozović, N., & Sinha, R. (2016).The use of semi-structured interviews for the characterisation of farmer irrigation practices. Hydrology and Earth System Sciences, 20(5) 1911–1924, https://doi.org/10.5194/hess-20-1911-2016,
Rollins, T., & Fruge, M. (1992). Performance dimensions: Competencies with a twist. Training, 29(1), 47–51.
Roothooft, H. (2014). The relationship between adult EFL teachers’ oral feedback practices and their beliefs. System, 46, 65-79.
Salau, O.; Oludayo, O.; Omoniyi, O.; & Akinbode, J. (2014). Modelling the relationship between performance appraisal and organizational productivity in Nigerian public sector. Economic Management Innovation,6(2), 2-16
Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8, 216–226.
Wisecarver, M.; Carpenter, D. T.; & Kilcullen, N. R. (2007). Capturing Interpersonal Performance in a Latent Performance Model. Military Psychology, 19(2), 83-101. DOI: 10.1080/08995600701323376
DOI: http://dx.doi.org/10.61426/sjbcm.v9i1.2206
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.