Article Analysis

“Actionable feedback: Unlocking the power of learning and performance improvement” by Mark

D. Cannon and Robert Witherspoon

1. The features of Academic Writing: type, tone: formal/informal, prohibitions: used/not use

The article is descriptive study that presents the authors' original research and analysis on the

topic of feedback in organizational contexts. It uses a structured format with sections such as

abstract, introduction, literature review, discussion, and conclusion.

The purpose of this academic paper is to offer and evaluate data and research on the topic of

feedback in the workplace. The article serves as an example of the essential elements of

academic writing, including a formal tone, objective language, and a concentration on supporting

claims with facts and research.

First-person pronouns have been used by the authors to convey their viewpoints and personal

experiences. The phrases “we will explore”, “we mean”, “our experience”, and “as we explain

below” are a few examples. However, the author's personal ideas or experiences are supported

by facts and research. Several prohibitions are highlighted in red in the PDF file.

2. Grammatical structures: what structures and tenses are used frequently (Note: how the

sentences are structured)

The text contains a mix of simple and complex sentences.

The following structures and tenses are used frequently:

1. Present tense: “most managers hate giving critical feedback”, “talented people depend on

others for honest assessments of their work”, “Feedback helps individuals develop new skills”,

“Managers should create a culture of feedback”, and “Feedback is essential for learning and

performance improvement”;
2. Active voice: “Employees seek feedback”, “Managers should consider these

complications” and “Feedback improves performance”;

3. Conditional sentences: “If feedback is timely and specific, it can be more effective",

"Managers should provide regular feedback to employees”;

4. Complex sentences: “Feedback is most effective when it is provided in a timely and

specific manner, and when it is focused on behaviors that can be changed”;

5. Modal verbs: should, may, can, could, might, would.

3. Academic Vocabulary: linking structures, connectors: highlight and compile a glossary;

words, particularly verbs that are used more frequently

Academic Vocabulary: Feedback, Assimilation, Dynamics, Cognitive, Emotional, Actionable,

Communication, Manager, Performance, Evaluation, Development, Recognition, Culture,

Constructive, Reaction, Employee, Process, Boss, Formulation, Client, Performance

improvement, Feedback givers and receivers, Experience, Guidance, Learning, Coaching, Skill,

Behavior;

Linking structures, transitional phrases to link ideas together, and connectors used frequently in

this article (highlighted in pink in pdf): In contrast to, However, Nonetheless, Thus, For example,

Specifically, In addition, As a result, Finally, Despite, By contrast, Consequently, Therefore,

Instead, In sum, Next, Occasionally, Furthermore, Accordingly, Similarly, Following that;

Frequently used verbs: Tend to, Lead to, Focus (on), Make, Describe, Produce, Illustrate,

Provide, Understand, Improve, Interfere, Formulate, Examine, Provoke;

Most used words and phrases (highlighted in blue in PDF): specificity, specific, specifically,

understandable, understanding of, by understanding, as described above, we will describe, tend

to, focus on, lead to, may be, for example, likely and so on.
 4. Cohesion and Coherence: how well the author or the authors connect paragraphs, specific

parts of the paper: the introduction, the main body, the conclusion;

In general, "Actionable feedback: Unlocking the power of learning and performance

improvement" has a good degree of cohesion and coherence. However, the links that bind

together certain paragraphs or sections of the work could be improved in several places.

By addressing the value of feedback in the workplace, the introduction sets the scene for the

article. The relationship between the introduction and the main part of the article, though, is not

specified. It would be useful to establish a closer link between the introduction and the specific

topics and points outlined in the main part. It also does not take much effort to notice the lack of

a smooth transition from one paragraph to another.

The conclusion summarizes the work's main points and highlights the value of practical

criticism. The authors could still improve cohesiveness by including the arguments made in the

main body of the article in the conclusion.

As a whole, the authors tried to present their ideas and arguments in a clear manner. However,

somewhere, the readers may identify a few expressions of inconsistency. Readers may disagree

with some of the author’s suggestions for stimulating feedback or question the author’s emphasis

on the need for a feedback culture. Nevertheless, these remarks in perspective do not

significantly affect the cohesion of the work.

5. Hedging devices: used or not, if used highlight the sentences

The article partially supports hedging, but also consists of firm statements (highlighted in green

in pdf). Additionally, there are controversial sentences as well.

Sentences that fully consist of hedging (Examples):

  Feedback givers tend to forget that they may be missing something as a result of

incomplete data, misinterpretation, or relying on a faulty assumption;

 Thus, critical feedback is likely to appear inaccurate, and receivers are likely to disagree

with it.

Several non-hedged (controversial sentences) expressions in the article:

 Delivering critical feedback can be brutal for everyone involved;

 Thus, feedback can be highly useful;

 In contrast to many other managerial responsibilities, giving and receiving feedback can

be very personal and can be charged with high levels of emotion for both giver and

receiver;

 Feedback tends to be most helpful when it is given with the intent of development, and

the way feedback is crafted or delivered might affect the way the receiver perceives the

giver’s intent.

These expressions are non-hedged or controversial because they state the information without

any uncertainty, but also with using hedging.

The author’s opinions or observations also are expressed as facts, without trying to soften

statements. For example, the statement “Receivers often experience this kind of feedback as

sending the message: “You are a fundamentally flawed, bad, or useless person, and that is just

your nature” is a much direct for academic writing. Similarly, the statement “Both feedback

givers and receivers have a difficult time recognizing how their own cognitive and emotional

dynamics are hindering their effectiveness in the feedback process” presents an observation as a

fact without any hedging language.

6. Referencing style: The article includes both quotations in the text and a list of references

in the end of the article.

Summary

The article “Actionable feedback: Unlocking the power of learning and performance

improvement” by Mark D. Cannon and Robert Witherspoon discusses topics such as ethics in the

workplace and the necessity of feedback between managers and ordinary employees, and how it

affects productivity and performance.

According to the authors, it would be useful for managers to find the right approach to

employees for the sake of a job well done. The approach consists of actionable feedback, which

may be crucial for the development of efficiency. It is assumed that both sides need to create a

comfortable and favorable environment for each other in order to avoid misunderstanding while

communicating or working together.

The article also highlights the role of managers, which is based on the fact that they should

instruct the employees, instead of requiring them to do a bunch of work reports and reviews.

Following that, practical approach from the managers plays an essential role in efficiency and

productivity improvement.

In general, the article supports the idea that actionable feedback positively correlates with

performance improvement, providing such advantages as a pleasant social environment and a

constructive outcome in production.