Create a peer review for the following reflection paper:

Among the various strategies we have learned in this module for enhancing staff work enjoyment, the "Catch 'em Doing Good" concept stood out to me. This approach emphasizes actively acknowledging and appreciating superviseespositive behaviors and accomplishments. I intend to integrate neutral feedback sessions to implement this approach in the supervisory role. I will actively observe instances to recognize and specify their positive behaviors, not generalize among all the supervisees. Just as supervisees direct their clients, give non-contingent reinforcement, and provide alternative choices, these also implement supervisees' accomplishments and feedback. The "Catch 'em Doing Good" concept emphasizes actively acknowledging and appreciating employees' positive behaviors and achievements. Yang et al. (2022) revealed that supervisors must remain mindful of contingent reinforcement behaviors and performance expectations to reduce employee skepticism. Supervisees are encouraged to reinforce when the supervisory contract's expectations implement a positive impact. The sandwich model stated in the module is an excellent example of giving feedback on improvements and appreciating positive behaviors altogether. I will also emphasize the importance of Perceived Supervisor Support (PSS), demonstrating genuine interest in my supervisees' professional growth to create an environment of support and empowerment. By implementing a PSS, supervisors can conduct a self-assessment and compare data to improve their performance and ensure adequate supervision. A positive supervisory relationship is a team effort; developing trust, motivation, and open communication can minimize stress and burnout among supervisees and supervisors. PSS creates a nurturing work environment where supervisees feel valued, motivated, and confident in achieving their goals. I would refrain from self-reporting surveys and generalized reinforcements, as they can skew the supervisees' confidence in specific performance implementations. The surveys may inflate one's perception due to past toxic work environments. Generalized reinforcements fail to provide meaningful feedback to ensure the specific positive behavior is repeated. Instead, I will prioritize objective observations and personalize each supervisee's recognition to ensure their strengths and areas for improvement. Resources: Yang, F., Chen, G., Yang, Q., & Huang, X. (2022). Does motivation matter? How leader behaviors influence employee vigor at work. Personnel Review, 52(9), 2172-2188. https://doi.org/10.1108/pr-10-2021-0734