360 Degree Feedback - Assignment Example

Comments (1) Cite this document
Even though the use of 360-degree feedback is effective in collecting performance related information within a typical organization, it has its own limits and reach. That is, there are measures that the 360-degree feedback may assess and those that it does not assess. For…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.7% of users find it useful
360 Degree Feedback
Read TextPreview

Extract of sample "360 Degree Feedback"

School: Topic: 360 DEGREE FEEDBACK Lecturer: Even though the use of 360-degree feedback is effective in collecting performance related information within a typical organization, it has its own limits and reach. That is, there are measures that the 360-degree feedback may assess and those that it does not assess. For example the 360-degree feedback can be said to be very effective in measuring behaviors of employees, as well as their competencies. Drucker (2005) observed that this is possible because the stated measures are qualitative in nature, suiting the applicability of the feedback system. The 360-degree feedback system may however not be effective in assessing result-oriented performance, which are more quantitative such as sales and market share.
When compared to the traditional performance appraisal, the 360-degree feedback can be said to be advantageous in how it ensures active participation by major stakeholders including employees themselves (Kaye, 2010). Such participation is enabled because includes an employee self-assessment to start the process. This way, the eventual outcome of the appraisal can be said to be the exact representation of employee performance. The feedback system may however be disadvantageous when an organization has to deal with a very large employee size. This is because such large size of employee and the use of 360-degree feedback may be highly time consuming. This is situation could also delay the turn-around time to get employees assessed.
When used to measure ineffective and effective performance, the 360-degree feedback guarantees an in-depth understanding of factors that account for employee performance. This is because of the qualitative nature of the feedback system. but in cases where an employee’s performance is dominated by quantitative and numeric outcomes, the feedback system becomes inappropriate in measuring effective and ineffective performance.
Drucker, P. F. (2005). Managing oneself. Harvard Business Review, 83(1), 100109.
Kaye, B. (2010). IDP 2.0: The future of the development dialogue. T+D, 64(12), 5255. Read More
Cite this document
  • APA
  • MLA
(“360 Degree Feedback Assignment Example | Topics and Well Written Essays - 250 words”, n.d.)
Retrieved from
(360 Degree Feedback Assignment Example | Topics and Well Written Essays - 250 Words)
“360 Degree Feedback Assignment Example | Topics and Well Written Essays - 250 Words”, n.d.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
lueilwitzjoesph added comment 2 months ago
Student rated this paper as
Perfect work done on the "360 Degree Feedback". I think it is the best document I have seen so far.

CHECK THESE SAMPLES OF 360 Degree Feedback

360-degree feedback

...first Institute: 28 February 360-degree feedback – Case Study How is 360-degree feedback used at Landon? How should it be used? At Landon, the supervisors collected 360-degree feedback for all the employees. The 360-degree feedback included feedback from three ways: downward from supervisors, upwards from subordinates, and feedback from colleagues and clients. Downward feedback is the feedback received from direct supervisors and also superiors from other areas. Upward...
5 Pages(1250 words)Case Study

360 Degree Feedback

...? Question 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. 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...
5 Pages(1250 words)Case Study

Impact of 360 Feedback on Job Performance

...should be maintained “for developmental purposes” and to build trust. When this is applied, 360° feedback can also be used as basis to apply pay and personnel decisions. References Antonioni, D. (1996). Designing an Effective 360-degree Appraisal Feedback Process. Organizational Dynamics, 25, 24–38. Atwater, L., & Brett, J. (2006, December). Feedback Format: Does it Influence Manager’s Reactions to Feedback? Journal of Occupational and Organizational Psychology 79(4): 517-523. Church, A. H. (2000). Do Higher Performing Managers Actually Receive Better Ratings? A Validation of Multirater Assessment Methodology. Consulting...
9 Pages(2250 words)Essay

360 Degree Performance Appraisal within IKH ZASAG University of Mongolia

...A Case Study Analysis, Focusing Upon 360 Degree Performance Appraisal within IKH ZASAG University of Mongolia CHAPTER I INTRODUCTION It is vital for any organization to focus on its key resource—human resource—to increase productivity. The performance appraisal system not only evaluates the employees' efficiency, but also expectations and satisfaction regarding the various aspects of their job. Going by the 360° performance appraisal, questionnaires a feedback procedure encompassing the individual employees, their peers and superiors are carried out where an employee is evaluated from all sides. The capabilities and execution with regard to business acumen, customer...
53 Pages(13250 words)Essay

HDev 360

... An Integration of Cultural Components Introduction Humanity is tied to a culture. Culture isan innate growth and its evolution is rooted in rational response to needs and experiences. When we are addressing phenomena that are part of the innate traits, it is quite appropriate to make use of biological and psychological processes; however once we cross into culture we should acknowledge its historical attributes (Kroeber, Kluckhohn, Untereiner & Meyer 1952). We are usually informed that if cultural facts can be shrunk to concepts of connection of elements, motor, ideas, and others, there remains but to make use of psychological assumptions to it to unravel its roots. This is a futile hope. Every fact of the processes... An Integration of...
3 Pages(750 words)Essay


...THIS IS YOUR JOB. Foreclosure Crisis: The impact to the American Dream and United s Economy Diz CollegeForeclosure Crisis: The impact to the American Dream and United States Economy Have you ever imagined owning a home? Have you ever pictured being able to fulfill the American Dream? For many decades the American dream of being prosperous and having a home was a reality for many people, but unfortunately we are experiencing a severe economic downturn that is considered one of the worst crises in last century that may lead this dream to an end. In fact, according to Tatom (2009), it is one of the biggest financial problems we have confronted since the great depression. Americans were not prepared for such catastrophe... IS YOUR JOB....
1 Pages(250 words)Essay

360 Degree Performance Morgan Stanley

...of its employees. Employees need precise and timely feedback of their work (Cshe, 2002). When employees are not provided good feedback by their peers they lack the ability to gain the valued opinion of their colleagues. The only way for a person to get better at their job is by learning the mistakes they are making and by getting feedback about their weaknesses. The use of 360 degree feedback is an innovative and effectively tool that is gaining popularity in the work environment of the 21st century. Who is affected most by these issues? The stakeholder group that is affected the most by the decision to implement a new...
4 Pages(1000 words)Case Study

Evaluating 360-degree Feedback System

...Creative Minds Inc. October 9, The Director of Human Resource Management Assistant manager, Human Resource Management Department Subject: Informed opinion over implementation of the 360- Degree Feedback system to evaluate performance Introduction This memo report responds to your request for an informed opinion over the 360- Degree Feedback system following the company’s intention to use the strategy in its employee appraisal. Background information The creative Mind’s human resource base is medium and employees freely interact in groups towards completing the organization’s projects. The organization has been consistently...
2 Pages(500 words)Assignment

360-Degree Appraisals at GE

...of evaluating employee performance. Sometimes the feedback from fellow employees may not be genuine because of friendships and popularity. The fellows may favor one because they like him. A 360-degree evaluation also lacks consistency as others may view each differently. It therefore results in feedback that is not an accurate representation of how an employee performs (Kokemuller, 2010). Setting of the performance dimensions will be according to the different areas of duty of each. It would be unfair to set general parameters for evaluation, since people may lack experience and skill in one area, but be excellent in another. Evaluating people on different dimensions...
3 Pages(750 words)Admission/Application Essay

360-degree appraisal streamlining the quality of products followed by identification of appraisal method that would ensure all employees in the company are treated the same (Priem, 2009). Step 4 - Generating Alternatives Identification of appraisal method can be the most viable solution for streamlining the decision-making in the company. Methods like peer review, critical incident method, graphic rating scale and 360-degree appraisal method can be employed in identification of the weaknesses and strengths of different teams and help in the identification of the best production process that can be emulated by all the teams. Nevertheless, the appraisal method must be one that offers a comparison of all the teams and give...
3 Pages(750 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic 360 Degree Feedback for FREE!

Contact Us