Case Study on "Performance Appraisal Methods the 360 Degree Feedback"
Case Study 42 pages (11621 words) Sources: 1+
[EXCERPT] . . . .
Organizational development experts agree that performance management systems that provide timely information concerning employee performance are an essential requirement for almost any type or size of enterprise today. A number of performance evaluation methods are available for this purpose, with some being better suited to certain working environments than others. One of the more popular approaches to emerge in recent years has been multisource feedback methods such as the 360-degree feedback approach that collects survey information from a wide range of sources including supervisors, subordinates, customers, vendors and suppliers. While the 360-degree feedback approach has produced good results for some companies, others have faltered in its application for a number of reasons. Because organizations typically invest large amounts of resources in such performance evaluation systems, it is important that the information that is produced provides the type of data that is needed for informed management decisions while avoiding the potential pitfalls that accrue to their use. To identify these pitfalls and how they can be avoided in the 360-degree feedback approach, this study provides a review of the relevant juried and scholarly literature followed by a summary of the research, recommendations, ideas for future research and the limitations of the study in the concluding chapter.Performance Appraisal Methods -- The 360 Degree Feedback Approach as a Case Study
Oh, what a great gift it is to see ourselves as others see us. -- Robert Browning
Chapter 1:
Introduction
Many organizational theorists agree that moni
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Just as the term multisource refers to the fact that more than one source of evaluation is used, the term 360-degree is more accurately used for evaluation situations that draw on ratings from "all around" the ratee. For example, according to London (2003), "Feedback can come from any number sources. It can be visible in the tasks we do as we see the pace and quality of our work. It can come from reports, such as monthly sales figures. It also can come from other people: supervisors, subordinates, peers, and customers" (67). Therefore, all 360-degree feedback techniques are multisource but all multisource techniques are not necessarily 360-degree feedback. In this regard, London makes this minor but potentially important distinction clear: "Multisource feedback refers to ratings that can come from subordinates, peers, supervisors, internal customers, external customers, or others. When feedback comes from all the locations around a person (boss, subordinates, suppliers, customers) it is also called "360-degree" feedback" (London 2003, 67). The research shows that the 360-degree feedback approach has been implemented by a growing number of companies with mixed results, and it is these mixed results that form the background to the research undertaken herein and which is discussed further below.
Background to Research
Because 360-degree feedback approaches provide more robust and comprehensive results than single-rater approaches, some of the constraints associated with traditional performance appraisal systems are minimized or avoided entirely. In this regard, Zaccaro and Klimoski (2001) note that, "Traditional performance appraisals, particularly when tied to salary increases, are often bloated. Even when appraisals do not overrate performance, they are weak tools for comparing candidates if standards are not precisely defined and raters not specifically trained" (p. 37). When individuals receive traditional evaluations from a single rater that consistently exaggerate achievements and performance over the years, the organization is cheated out of an opportunity to provide the employee with importance feedback that could help to better align performance with organizational goals; the employee is likewise cheated out of the type of timely feedback that may be required to effect these types of changes in people. As Zaccaro and Klimoski point out, "The multiperspective, multirater, or 360-degree feedback approach gathers information from colleagues, supervisors, direct reports, and sometimes customers and suppliers. Because ratings by others are usually compared to self-ratings, individuals can gain considerable insight and motivation to develop and change" (p. 37). Just as traditional, single-rater performance evaluation methods have some drawbacks and constraints, so too does the 360-degree feedback approach, especially if the company uses this information for purposes other than performance improvement. For instance, Zaccaro and Klimoski report that, "Multirater methods are not particularly useful for selection. They can easily devolve into popularity contests, deliver damaging and blunt messages, and be corrupted by people who solicit biased ratings to take unfair advantage of the system. Multirater methods also show low levels of interrater agreement and are subject to considerable halo because raters are usually poorly trained, if at all" (Zaccaro & Klimoski 2001, p. 37).
In reality, any multisource rating scheme will be constrained by these factors, but the 360-degree feedback approach includes ways to overcome these that provide more robust results -- but at a price, which suggests the process is more appropriate for high-value executives with a diverse range of responsibilities than for line workers who may occupy identical positions within the organization. According to Zaccaro and Klimoski, "A live 360-degree assessment can introduce more rigor. This way, an executive coach or other trained, objective evaluator collects performance information by interviewing a broad range of observers" (p. 37). The "trained objective evaluation" serves as the focal point through which all of the evaluations are channeled. As an example, Zaccaro and Klimoski cite General Electric which "uses an accomplishment analysis as a concentrated way to gather performance data for its management development system. A consultant interviews the manager for several hours, meets with the manager's boss for several more hours, and interviews former associates and subordinates. The consultant summarizes the individual's achievements and development plans and makes them part of the manager's file" (2001, p. 39).Irrespective of who is interviewed, what instruments are used, and what performance metrics are assigned, when more than one rater is used, there will be a corresponding increase in the amount of resources needed to support the evaluation method, a consideration that is especially salient for the 360-degree feedback method, making an assessment of its effectiveness for this purpose equally important.
While much of the attention being directed at the 360-degree feedback approach is relatively recent, the approach itself dates back to the mid-20th century although informal or variations on the theme were in use prior to that time (Weiss & Kolberg 2003). In this regard, Weiss and Kolberg report that, "From the 1920s through the 1950s, a variety of psychological tests and surveys were developed for the purpose of selection and placement for college entrance exams for military recruitment and business hiring practices. In virtually all of these cases, the purpose of the assessment was to provide the sponsoring organization with data about the person being tested. Rarely was the client being tested shown the results of the testing" (2003, p. 73). In sharp contrast to this approach, the tenets of the 360-degree feedback approach wherein… READ MORE
Quoted Instructions for "Performance Appraisal Methods the 360 Degree Feedback" Assignment:
1 Synopsis (200-250 words)
2 Main text of the Project including:
*****¢ Introduction, background to research, overview of research, aims and objectives,
terms of reference, key research questions/
*****¢ Literature ��*****" discussion of relevant literature
*****¢ Methodology ��*****" presentation of methods and rationale
*****¢ Data analysis and discussion
*****¢ Conclusions and recommendations, ideas for future research, limitations of this
research.
3 References
4 Appendix or appendices (if applicable)
SYNOPSIS
The project must include a synopsis page. The main text must begin with a clear
statement of about one page in length setting out the terms of reference and objectives of the project as agreed with the supervisor. It should also express the main findings of the project. Please note that it is not a summary of the work but rather to encapsulate whether reading the full project would be worthwhile to the reader.
MAIN TEXT
The project, must contain critical comment based on the considered assessment of the material/evidence presented in it: this is an essential requirement, as are the conclusions of the Project.
REFERENCES
A full list of references at the end of the Project based on the Harvard Referencing System
Indicate references to the literature in the Project by giving, in parenthesis, the author*****s name followed by the date of publication (and where necessary page numbers)
If necessary, add a list of other works consulted although not specifically cited - this list should be headed BIBLIOGRAPHY
More Specific info
Some of the main issues with the 360 degree feedback system are:
*****¢ Should 360 degree feedback be used for performance appraisal or salary increases?
*****¢ How confidential is the process? Is 360 degree feedback given anonymously or face-to-face?
The aim of this research is to answer these questions.
OBJECTIVES AND SCOPE
Objectives: to assess the effectiveness of the 360 degree appraisal feedback system, compare and contrast its effectiveness with conventional appraisal systems
Scope: Focus of this research will be on the 360 degree feedback system as it is used in Company XXX.
METHODOLOGY
The work will be carried out using primary data which will be collected via an online questionnaire from respondents on the perceived and real performance appraisal and feedback of the selected persons over a period of 2-5 years or before and after the introduction of the 360 degree appraisal feedback system. Supplementary data will also be gathered from experienced human resources (HR) practitioners who will be interviewed on their experience on the effectiveness of the system in comparison with conventional appraisal systems.
The data will also be analyzed using spreadsheets. This will include the computation of ratios and other analytical methods. Ratio analysis involves the expression of a variable with reference to another and they act as reliable indicators of the wellness and performance of the entity being analyzed.
How to Reference "Performance Appraisal Methods the 360 Degree Feedback" Case Study in a Bibliography
“Performance Appraisal Methods the 360 Degree Feedback.” A1-TermPaper.com, 2010, https://www.a1-termpaper.com/topics/essay/organizational-development-experts/919764. Accessed 6 Jul 2024.
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