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Genius or Folly? It Depends on Whether Performance Ratings Survive the “Psychological Immune System”

Published online by Cambridge University Press:  04 July 2016

Lukas Neville  and
Nicolas Roulin
Lukas Neville*
Affiliation:
Asper School of Business, University of Manitoba, Winnipeg, Manitoba, Canada
Nicolas Roulin
Affiliation:
Asper School of Business, University of Manitoba, Winnipeg, Manitoba, Canada
*
Correspondence concerning this article should be addressed to Lukas Neville, 412 Drake Centre, University of Manitoba, 181 Freedman Crescent, Winnipeg, MB R3T 5V4, Canada. E-mail: lukas.neville@umanitoba.ca
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Extract

At the heart of the debate between Colquitt's and Adler's (Adler et al., 2016) camps is a disagreement about the degree to which employees can be expected to respond favorably to challenging, negative, or critical feedback. Colquitt and colleagues argue that we often try and avoid blame, select jobs that don't rate us against others, and respond unhappily to accurate appraisals. Adler and his collaborators, by contrast, are more optimistic. They point to how feedback drives us to seek new strategies, change our behavior, and improve our skills.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 9 , Issue 2 , June 2016 , pp. 281 - 288
Copyright
Copyright © Society for Industrial and Organizational Psychology 2016 

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