"If you don't hear from me you know you are doing fine": the effects of management nonresponse to employee performance

A investigation of 243 employees of sum of two units different hospitality organizations compared the events of managers' giving feedback with no annotates at all (favorable or unfavorable). The inquiry found that feedback, formally known as contingent reinforcement, improves performance plane when that feedback involves negative or corrective remarks Echoing previous studies, this research set a positive relationship between contingent rewards and workers' effectiveness and satisfaction. Moreover, contingent punishment also had a small positive relationship with effectiveness and satisfaction. Going beyond previous work, however, this inquiry found that managers' omission of any commentary upon good performance has a direct, albeit moderate, negative relationship