The answer is by using a positive tone. According to research, providing criticism in performance appraisal has revealed that giving negative feedback with a positive tone essentially makes employees believe more positive than when they be given positive feedback with a negative or unenthusiastic tone. This means that the power of deliverance frequently prevails over the substance of your message in feedback conditions.
The stage of the research where [Juanita was told that her answers were all correct, followed by the assistant researcher explaining to her that the experiment involves having her told that her answers were wrong] represents debriefing.
Debriefing involves the following processes: receiving information and explanation, reminders of context based on the situation, and addressing of the performance measures, and/or chances to additional investigation.
OK I know that #11 is the cell wall and #10 is the mitocondria that's all I know sorry
The professor's suggestion best illustrates an<u> "evolutionary" </u>perspective.
To utilize an evolutionary perspective is to think about all practices, (for example, fears, biases, connections, and so on.) as the aftereffect of transformative procedures. This point of view takes the position that practices appeared because of adjustments to living conditions.
Evolutionary perspectives on human conduct are nearly as old as the study of brain research itself. developmental brain science is centered around how advancement has molded the psyche and conduct.
