University of Twente Student Theses


The role of feedback in mono- and multicultural agile teams : effect on job performance and relations to arousal levels

Deenik, Jort (2022) The role of feedback in mono- and multicultural agile teams : effect on job performance and relations to arousal levels.

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Abstract:The business environment is continually changing and evolving. The agile way of working is one of the responses to the need for increased adaptability. At the same time, organizations are becoming more culturally diverse, and different cultural assumptions may create cultural clashes that are particularly evident in moments of evaluation. This thesis aims to examine the role of feedback in mono- and multicultural agile teams, its effect on job performance, and its relationship to arousal levels. 80 team members from 10 agile teams were part of the conducted mixed-method design. All verbal behaviors that were coded as giving feedback and considered initiating moments of evaluation in the retrospective meeting of the teams were categorized by the feedback characteristics type of feedback, feedback level, feedback valence, and feedback source through an inductive approach. In the evaluation moments, verbal behaviors and arousal level peaks of the feedback giver and feedback receiver(s) were measured. Furthermore, the effect of giving feedback on job performance was analyzed through correlation analysis. Findings show that multicultural teams experience a higher amount of arousal peaks in moments of evaluation. In both mono- and multicultural teams a decrease in arousal peaks is particularly evident when giving subjective feedback. Moreover, multicultural teams have a higher frequency of the verbal behaviors interrupting and defending one’s own position in moments of evaluation. Lastly, findings show that giving both negative and positive feedback has a negative effect on job performance. This is in line with the higher frequency of giving feedback and lower average job performance in monocultural teams compared to multicultural teams. This study indicates that arousal levels provide reason to expand existing literature regarding the evaluating scale of Meyer’s framework. Additionally, this thesis contributes to the conflicting results among scholars on the relationship between feedback and job performance through an innovative way feedback was measured, and it provides managers guidance on how feedback should be used as it may affect job performance. Lastly, the implications of arousal levels and the corresponding emotions can be used by managers when giving feedback.
Item Type:Essay (Bachelor)
Faculty:BMS: Behavioural, Management and Social Sciences
Subject:85 business administration, organizational science
Programme:International Business Administration BSc (50952)
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