ABSTRACT
This concluding chapter continues to examine new horizons for the importance and use of performance feedback. I consider how technology is used in generating and communicating feedback, and in integrating feedback into employee development programs, for instance, in Web-based feedback surveys and online coaching. I examine how changing jobs are changing performance requirements and measurement. Finally, I address how organizations are creating feedback-oriented corporate cultures. In the process, I describe ways that organizations are using feedback to encourage continuous, self-directed learning and show how factors such as age and negative personality characteristics may influence feedback and learning.
