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360 Degree Feedback - Case Study Example

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360 degree feedback is a strategic initiative. Just like an organization goes for reorganization, business process reengineering or a radical change, 360 degree feedback also requires careful planning and judicious implementation process. …
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Download file to see previous pages This is so because unlike traditional review process, 360 degree feedback involves the ratings and comments of not only immediate supervisors and bosses, but also peers, colleagues, subordinates and even some outsiders. Thus, the person getting rated might feel uncomfortable or not ready to accept feedback from so many people or employees falling below him in the hierarchy level. Thus, 360 degree feedback first needs to be aligned with that of the corporate strategy and specific objective needs to be specified for its implementation. Whatever has been specified above is missing from Landon’s initiative of 360 degree feedback. Sam Glass, who is one of the supervisors and person responsible for looking after 360 degree feedback process is himself unsure of the fact that whether it is used as a performance appraisal tool or for chalking out future compensation plan. Following it, it cannot be denied that even more unawareness will be spread amongst the employees of Landon regarding the purpose and benefits of 360 degree feedback process. As already mentioned by Alex in the opening paragraphs, this tool was suggested by the Vice-President of Avant-Garde’s Consumer Products Division. Thus, no evidence of this tool being aligned to corporate strategy or specific objectives charted out is visible. ...
Numerous modifications and changes are required in the way Landon is proceeding with its 360 degree feedback process. First and foremost, it needs to state in clear terms what actually it wants to achieve with this tool- just evaluating the performance of its employees or devising compensation, training and development plans based on feedbacks received. One thing important to note here is this tool cannot be used for a single problem employee. Also, it should not be used at times when the organization or one of its departments are going a change or revamping in any way. This might be one of the reasons why Alex is uncomfortable with this system of feedback because he was made responsible to restructure the marketing of two product lines. Definitely he might have used some measures or actions which brought out his tough, uncaring and ambitious personality traits which get accounted for in the feedback and can face repercussion for those temporary actions and behavior. Secondly, organization wide communication has to be undertaken by Landon to ensure that each and every member of the organization knows and understand well the concept. Employees cannot connect with this form of rating unless and until they perceive security and benefits for them. Raters should be chosen keeping in mind the surrounding network of the person being rated. Regular query handling session should also be incorporated by Landon to make sure that employees are positive towards this concept and do not feel that organization is using this tool as a means to kick them off their jobs. Question 2 360 degree feedback is a tool to modify behaviors of employees and align them with that of the corporate mission and strategy. The 360 degree feedback tool comprises of data and comments from ...Download file to see next pagesRead More
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