360-Degree Performance Appraisals Research Paper by Neatwriter

360-Degree Performance Appraisals
A thorough look at the effectiveness and value of the 360-degree performance appraisal.
# 60797 | 10,834 words | 39 sources | APA | 2005 | US
Published on Sep 14, 2005 in Business (Management) , Business (Human Resources)


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Description:

This research paper defines a type of work appraisal known as the 360-degree performance appraisal, describes the discomfort typically felt during appraisal periods at work and explains why, in spite of some shortcomings, the 360-degree performance appraisal is better than traditional approaches to performance appraisals. The paper also appends the surveys that were used to conduct this research.

Literature Review of 360-Degree Performance Appraisals
Methodology
Factors to be Understood in MTC Vodafone with Respect to 360?
Performance Appraisals
Methodology to Understand the Culture
Survey

From the Paper:

""'Like falling off a cliff.' These are the words one UK-based manager used to describe the process of 360-degree feedback or, rather, the tangible end result of the process - namely, his personal feedback and what to do with it." (Murphy, 2002) The important part of developing a 360-degree performance program is to allow the individual and the work to identify the best possible areas for improvement and change. "The basic premise behind 360-degree feedback is to draw responses regarding leader effectiveness from upward (i.e. bosses, supervisors, etc.), peer level (i.e. co-workers, team-members, etc.) and downward (i.e. followers, employees, etc.) sources. These ratings are compared to the leader's self-ratings in order to determine disparities or blind spots. It is believed that such information will enhance the self-awareness of those being rated, subsequently leading to improved leadership skills through a better understanding of their own abilities, and others' expectations." (Testa, 2002) Studies indicate that anonymous feedback is more accurate and truthful and also nearer to actual facts when compared to feedback from raters who are known. (Ghorpade, 2000) It is generally observed that this analysis is generally used for management cadre employees who are able create a constant circle of assessment and feedback."

Cite this Research Paper:

APA Format

360-Degree Performance Appraisals (2005, September 14) Retrieved October 24, 2020, from https://www.academon.com/research-paper/360-degree-performance-appraisals-60797/

MLA Format

"360-Degree Performance Appraisals" 14 September 2005. Web. 24 October. 2020. <https://www.academon.com/research-paper/360-degree-performance-appraisals-60797/>

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