Perceptions of Performance Feedback - Essay Example

Perceptions of Performance Feedback IntroductionThe new system focused on cross divisional feedback, peer evaluation, supervisor and the subordinate evaluation and also the self appraisal of the individual. The performance feedback system was designed as such that evaluators themselves were asked to recommend the people whom they thought know them better or have worked with them enough to evaluate their performance; once this was approved by the office of the development the performance appraisal forms were distributed to the persons evaluating the individual.

After the evaluation the director would prepare the evaluation and development summary; this then acted as the basis for improvement in the performance, for promotion and also the compensation planning systems. Later the success of the system was evaluated by surveying the employees and it revealed that now the process is more result oriented and helps the evaluatees to know what are the criteria they are rewarded on and ultimately whether they are contributing positively to the organization’s overall goals or not.

Some of them thought the process was tiresome but the results of the process were helpful. Data Collection MethodologyThe data was collected by means of evaluation surveys, in the form of questionnaire that asked for the individual performance appraisal from other individuals of an organization. The sampling procedure was simple; for each individual of the organization, the directly associated individuals were asked to fill out these surveys; for instance for a manager, his assistant, other department managers, his own supervisor i.e. the next immediate level person was asked to fill out the survey.

The questionnaire contained open ended as well as close ended questions that had meaningful means associated to analyzing directly the performance of individuals.Approach for Data Collection & Survey FormationAs mentioned previously, the survey was formally formulated and approved by peer reviews and the scoring criteria was clearly embarked amongst the respondents and the subject persons.Advantages of this ApproachThe major advantage of this approach is knowing the gut feeling of individuals and their thoughts about other individuals in the organization not just in the department itself but across the department too i.e. both the horizontal and the vertical set up.

Disadvantages of this ApproachThe major disadvantage of this approach that the selected individuals mainly from other departments (the horizontal level) may not have had an extension chance of interaction therefore the basis of judgment might have been too narrow to actually comment on someone and giving a feedback on their performance levels.Effectiveness of the ApproachThis approach however remains quite effective because of the involvement of all the directly and indirectly associated individuals having a say, and having their word counted in the performance feedback.

ReferencesBurton, Diane, Thomas DeLongas, and Katherine Lawrence. "Morgan Stanley: Becoming one firm firm."Burton, Diane. "Rob Parson at Morgan Stanley."Burton, Diane, Thomas DeLongas, "The firm wide 360 degrees performance evaluation process at Morgan Stanley."