This essay explores the impact of 360° feedback on job performance. This research will begin with the statement that performance appraisals are important to any manager because they are likely to be asked to evaluate the performance of individual members…
The paper tells that the 360° feedback approach gathers behavioral observations from many sources within the organization and includes employee self-assessment. The individual completes the same structured evaluation process that superiors, project team members, peers, and, in many cases, external customers use to evaluate performance. Survey questionnaires, augmented by a few open-ended questions, typically are used to gather information. Then, the summary results are compared against organizational strategies, values, and business objectives. The feedback is communicated to the individual with the assistance of the company’s human resources department or an outside consultant. The present research has identified that at present, this technique is used by a growing number of firms including General Electric, AT&T, Mobil Oil, Nabisco, Hewlett-Packard, and Warner-Lambert. Usually, multisource feedback is collected for managers or supervisors, but it could be collected for any employee, with the raters depending on the employee's role in the organization. Multisource ratings are not always collected from all possible sources. For instance, sometimes only upward ratings are collected (i.e., subordinates are asked to rate their supervisor). Multisource ratings are collected through surveys using the computer, telephone, in-person interviews, or paper-and-pencil questionnaires. The survey may be administered annually or more often. ...
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