Conclusion

In general, research has shown time and again that argumentative and assertive communication traits serve to construct positive communication environments and positive affect and the self and others, while hostile and aggressive communication behaviors destroy. This is true in the contexts of parent-child, married couples, dating couples, siblings, work and colleague relationships, and instructor-student relationships. Specific to a work environment, employees with argumentative supervisors report much greater job satisfaction than do employees with aggressive supervisors.


In the context of giving and receiving constructive feedback and criticism, it is important to understand the differences between assertive/argumentative communication, and hostile/aggressive communication. The fundamental difference is the focus of attack. When attacks are focused on a person's position, they fall under the category of assertive or argumentative. When attacks are focused on a person's characteristics, history, behaviors, or any other component of the individual, they are considered hostile, and possibly aggressive.

If you want your feedback and critique to be constructive, then it is necessary that you use constructive communication behaviors when delivering your it. If your feedback and/or critique includes commentary such as, "Don't be an idiot," "What did you do it this way for?" (implies something's wrong with you), "I know your dad's not a great writer, but I hoped for more from you," (attack on significant others), "Let's see if you got it right this time," (implies a history of getting it wrong), "These expectations aren't hard for most people, but I know they're kind of hard for you," (implies incompetence), or, "All right, you got it done! There's hope for you after all!" (mockery, implies incompetence), you are engaging in verbally aggressive behavior, which is not at all constructive.

For your feedback and critique to be actually constructive, not only do these types of comments need to be avoided, but the entire focus of the discussion needs to center around the work product, itself.