360 Degree Feedback - Case Study Example

Download file to see previous pages It is evidently clear from the discussion that at Landon, the 360 degrees feedback was used 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 the place where the person who is receiving the feedback requires filling in the similar form as done by other raters. 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 the self-development of workers. There are five stages of managing a 360-degree process. Planning: 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 an 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 a large sample size to ensure that it is valid. The tool for 360-degree feedback is the questionnaire. A 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 the feedback process. The feedback should be provided through presenting an average ‘score’ on all questions. ...Download file to see next pagesRead More