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Show 287 THE UNIVERSITY OF UTAH As a manager, it is imperative to be able to deliver succinct and timely feedback. The key to success, is to ensure there is a environment built around giving and receiving feedback. Creating a culture where feedback is perceived positively, openly received and sought out is imperative. Fostering an environment of innovation and risk-taking, allowing employees to try new ideas, experiment and fail, without fear of being reprimanded or punished for taking a risk, is another critical component. This feedback, if not properly delivered can negatively affect not only the individual, but can have detrimental effects on the group dynamics. Work-ing as a mid-level manager for over the past decade for the largest outdoor retailer, I have witnessed first hand how a positive, feedback ladened work culture can achieve lofty goals. Through a common respect for nature, fondness for adventure, down to Earth ethics and core values employees can deeply connect. I will explore through observation, surveys and questionnaires, how individuals perceive posi-tive and negative feedback, and how it affects group dynamics after each of them have been administered. It is my hypothesis that positively received feedback, no matter what the feed-back is, will be listened to and progress made towards correcting the behavior and in turn, help improve the team dynamic. Conversely, negatively received feedback results in reduced teamwork and overall group satisfaction. THE FEEDBACK PARADIGM: HOW POSITIVE AND NEGATIVE FEEDBACK AFFECTS SMALL GROUP DYNAMICS Gregory J. Varanese (Bryan L. Bonner) Department of Management University of Utah honors college Gregory J. Varanese Bryan L. Bonner |