The intention of this study is 360 degree feedback, a process which a company uses to receive feedback from everybody who works with them. Organizations carry out 360 degree feedback to get better understanding of the strengths and weaknesses of an individual working with them…
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The focus in this paper is on the 360 degree feedback as a method to gather feedback of their employees from incumbents of the organization present at the various hierarchy levels such as downward hierarchical employees, upward hierarchical employees, and colleagues i.e. peers along with outsiders not directly part of the Landon’s hierarchy. A feedback form is provided to the raters and they are asked to provide their views in that form. A self-evaluation is also in place where the person who is receiving the feedback requires filling in the similar form as done by other raters. The responses from various people of the organizations are collected and then the superior provides his advice to the receiver of the feedback according to the received comments and rating. 360 degree is a ‘multi level’ and ‘multi source feedback’. This technique increases employees’ self-awareness and understanding of behavior to enhance organizational effectiveness. This process involves all people at every level of the organization. It also emphasizes on the self development of workers. There are five stages of managing 360 degree process. For implementing a successful 360 degree feedback, at the outset, a planning should be made. The organization should establish the purpose and objective of the process. Then the organization should develop a performance appraisal process which helps to make decisions. Subsequently, the process should state that how organization will perform the 360 degree feedback. People will rate the performance of employees according to their own views. The assessment must be based on large sample size to ensure that it is valid. The tool for 360 degree feedback is questionnaire. Questionnaire should be made in such a way that it can provide information about the job performance and behavior of the employees. The questionnaire should meet the purpose of feedback process. The feedback should be provided through presenting an average ‘score’ on all questions. It is important for an organization to consider the accurate time and resources required in advance to roll it out efficiently. Piloting: Piloting is the second stage of 360 degree feedback. It allows the group for understanding the process, which can clear any doubts regarding the process. It provides valuable information for additional planning in future. The piloting process creates a rational picture of the resources which is required to manage the feedback process in the organization and also shows that how fast the feedback can be given to the participant employee. Implementation: All results learned from piloting process are considered in this stage. Any adjustments and alterations which can make the implementation process smoother should be made. The major objective of implementation process is to ensure that everyone who is participating in this process should be clear about what this feedback process is and its objectives. A deadline should be provided so that the recipients know when to receive feedback. Feedback: Feedback is the vital part of this 360 degree process. In face-to-face
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A Day in the Life of Alex Sander Case Table of Contents 1.1Use of 360-Degree Feedback Used at Landon 3 1.2 Mode of Using the 360-Degree Feedback 4 1.2.1 Help Employees to Become More Effective 4 1.2.2 Measure Employee Performance 5 2.1 Behaviors of Alex that had Greater Impact on the Data of 360-Degree 5 2.1.1 Aggressiveness 6 2.1.2 Commitment 6 2.1.3 Arrogance/Entitlement 7 3.1 Conduction of 360-Degree Appraisal for Alex Sander 7 3.1.1 Understanding of the Difference between Purpose and Use 7 3.1.2 Communication 8 3.1.3 Use of Smaller but Relevant Group for Rating 8 3.1.4 Use of a Pilot Group 9 Bibliography 10 Solution to the Question No: 1 1.1 Use of 360-Degree Feedback Used at Landon At La
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