This essay approaches the different kinds of feedback that teachers in Spanish give to their secondary level students in Sweden. The purpose of the study is to investigate how feedback is perceived by students and how students would like feedback to be. Classical studies about assessment divide feedback into two categories: formative feedback and summative feedback. Our study intends, on the one hand, to analyze if students perceive receiving one of these kinds of feedback more than the other. On the other hand, the study intends to find out if students prefer summative or formative feedback. Furthermore, we aim to analyze if there is a link between the students´ perceptions and preferences and their level of proficiency in the Spanish language. The study was carried out with 190 students from Småland (Sweden) that were studying Spanish as a foreign language at school. We used questionnaires in order to gather information about the feedback they get in their Spanish lessons and the feedback they personally prefer. The results of the study show that students do perceive receiving more summative feedback than formative feeback. The students who perceive a higher reception of formative feedback are those who have a higher proficiency in Spanish, and this fact was proved to be statistically significant. The results of the study show as well that students like to get formative feedback as much as summative feedback. Nevertheless, the higher achivers do prefer getting formative feedback in a higher grade than the lower achievers, even though this could not be proved as statistically significant.

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Tidigare forskning inom ekonomistyrning har i stor utsträckning fokuserat på att studera vilken effekt feedback har på medarbetare. Att få effekt av feedback förutsätter dock att feedbacken når fram. Vidare finns forskning på chefers avsikt med feedback samt vad som påverkar hur medarbetare uppfattar feedback, dock identifieras en brist på forskning som jämför chefers avsikt med medarbetares uppfattning. Denna studie syftar därmed till att utforska chefers avsikt med och medarbetares uppfattning av formell och informell feedback samt att jämföra dessa för att vidare utvärdera befintlig feedback-relation. En inledande genomgång av befintlig litteratur gav teoretiska förväntningar på vilka faktorer chefer avser att påverka med feedback samt vad som påverkar medarbetares uppfattning av feedback. Då avsikt med och uppfattning av feedback inte var känd på förhand genomfördes en kvalitativ intervjustudie baserad på respondenter från två team inom ett företag. Resultatet visar skillnader, dels i synen på vad som räknas som feedback, dels i chefers avsikt med och medarbetares uppfattning av feedback. Inkongruens mellan avsikt med och uppfattning av feedback leder till en bristfällig feedback-relation.

<p>The aim of this investigation was to find out how students react to and make use of oral and written feedback given to them in class. Another aim was to find out if they preferred one form over the other and whether they make more use of that form. The investigation was conducted at a Swedish upper secondary school and consisted of a questionnaire survey and interviews with groups of students and with their teachers. The interviews with the students focused on clarifying some of the results from the questionnaire. The teacher interviews gave the teachers a chance to give their version of what they thought worked better and why they chose to work that way.</p><p> </p><p>The results showed that students welcome feedback, especially positive feedback used for encouragement. However, they also thought that there was a higher limit to the amount of feedback they could benefit from. Too much of one sort could be ignored or perceived as discouraging. The feedback mostly used in class was oral feedback. This was also what the students thought they benefited from the most since it invited to discussion about their work. Most of the students thought the feedback should be delivered in private because it could be embarrassing to receive feedback in front of their peers. Nevertheless, feedback on pronunciation and smaller errors that could be of use for their peers as well was acceptable in front of the class.</p>

The aim of this investigation was to find out how students react to and make use of oral and written feedback given to them in class. Another aim was to find out if they preferred one form over the other and whether they make more use of that form. The investigation was conducted at a Swedish upper secondary school and consisted of a questionnaire survey and interviews with groups of students and with their teachers. The interviews with the students focused on clarifying some of the results from the questionnaire. The teacher interviews gave the teachers a chance to give their version of what they thought worked better and why they chose to work that way.   The results showed that students welcome feedback, especially positive feedback used for encouragement. However, they also thought that there was a higher limit to the amount of feedback they could benefit from. Too much of one sort could be ignored or perceived as discouraging. The feedback mostly used in class was oral feedback. This was also what the students thought they benefited from the most since it invited to discussion about their work. Most of the students thought the feedback should be delivered in private because it could be embarrassing to receive feedback in front of their peers. Nevertheless, feedback on pronunciation and smaller errors that could be of use for their peers as well was acceptable in front of the class.

This report examines the effect of feedback in the workplace in an adult learning environment. Specifically, it examines the effect of negative feedback on motivation and performance at the workplace. It studies how feedback seeking behavior impacts the quality and type of feedback received by a learner in the workplace. It examines the effects of receiving negative interpersonal feedback on the self-esteem, affect, and goal pursuit of a learner. The study also looks at the implications of successfully managing feedback in the workplace. / text

This report seeks to examine the literature related to written corrective feedback in second/foreign language classrooms in order to inform the most effective pedagogical practices related to this topic. I begin with an article by Truscott which would set the tone for the academic debate on whether or not to provide written corrective feedback in L2 classrooms. In his 1996 article Truscott claims that written corrective feedback a) is not helpful, b) is harmful, and c) should be eliminated entirely. Chapter 1 covers this debate, referred to as the Truscott Debate, reviewing the many articles that directly answer the challenge laid down by Truscott (1996). Following a review of this academic debate, I examine the literature that investigates the specific providers of feedback (teachers or peer feedback), the types of feedback (direct or indirect) and the degree of focus related to those feedback options. Chapter 4 reviews other factors that can also affect the efficacy of written corrective feedback, such as student motivation, learner levels, and oral feedback in conjunction with written feedback and online feedback. Chapter 5 puts forth particular circumstances in which each type of feedback can be efficacious, offering a guide for the provision of feedback in a variety of circumstances. / text

<p>The aim of this paper is to investigate the amount of feedback given in language-focused exchanges and communicative exchanges. I also investigated if recasting is the feedback method most frequently used in communicative activities.<strong> </strong>Errors are natural parts of learning and cannot be avoided. However, corrective feedback is very important because fossilization can occur if students are not aware of their errors. Several different types of corrective feedback can be used to correct the students’ speech, but the most subtle one is recasts. Studies show that recasting is the method most common in communicative exchanges in the classroom.<strong> </strong>I have observed three different classes, at different levels of the Swedish school system, and also interviewed the teachers. It was shown that feedback was more frequently provided during the language-focused exchanges. It was also shown that two of the teachers were very reluctant to provide their students corrective feedback during communicative activities. All three teachers agreed that recasting is the best method to use for correcting the students’ speech because it does not interrupt the<strong> </strong>communication and does not inhibit the students. Communicating with students about feedback is something that I believe could help and facilitate some of the issues about giving corrective feedback. I believe that clarification requests and other types of feedback could be used more frequently without damaging the students’ self-confidence if there is a dialogue between the teacher and the students.</p>

The aim of this paper is to investigate the amount of feedback given in language-focused exchanges and communicative exchanges. I also investigated if recasting is the feedback method most frequently used in communicative activities. Errors are natural parts of learning and cannot be avoided. However, corrective feedback is very important because fossilization can occur if students are not aware of their errors. Several different types of corrective feedback can be used to correct the students’ speech, but the most subtle one is recasts. Studies show that recasting is the method most common in communicative exchanges in the classroom. I have observed three different classes, at different levels of the Swedish school system, and also interviewed the teachers. It was shown that feedback was more frequently provided during the language-focused exchanges. It was also shown that two of the teachers were very reluctant to provide their students corrective feedback during communicative activities. All three teachers agreed that recasting is the best method to use for correcting the students’ speech because it does not interrupt the communication and does not inhibit the students. Communicating with students about feedback is something that I believe could help and facilitate some of the issues about giving corrective feedback. I believe that clarification requests and other types of feedback could be used more frequently without damaging the students’ self-confidence if there is a dialogue between the teacher and the students.

Performance feedback plays an important role in management accounting, as it is integral to performance measurement and evaluation. The timing of performance feedback is a critical characteristic of accounting information systems and is often a choice variable for managers and management accountants. In this dissertation, I examine the relation between the timing of outcome-based performance feedback and individual performance. I find that immediate outcome-based performance feedback, while benefiting current performance, can limit individuals’ propensity to seek learning opportunities, reducing future performance. Further, I find that feedback given after intermediate delays benefits future performance with a small cost to current performance. Lastly, feedback given after too long of a delay not only limits current performance, but also limits future performance due to the effects of information overload. Overall, I find support for an inverted-U relation between the timing of performance feedback and future performance. In a two-period setting in which the timing of outcome-based performance feedback is manipulated in the first period and feedback is unavailable in the second period, I find that participants given intermediate feedback perform significantly better in the second period than those given feedback either after no delay or after a long delay. I also investigate the processes by which performance is affected by the timing of performance feedback. These results contribute to a better understanding of the effect of performance feedback timing in complex task environments and provide insight into how delays in performance feedback can benefit or harm future performance. / text