360 Feedback System

1) Investigate the 360 feedback system as a performance evaluation tool. List key advantages and problems associated with this method.

The main point about 360 feedback is that employees and others are in a good position to observe and evaluate managerial performance. In addition, the multiple views and assessments can enhance the reliability and validity as well as can be consistent with organizational philosophies of employee involvement and commitment. In fact, to be more specific there are some advantages of using 360 feedback that can be mentioned as follows:

(a) The 360 feedback creates honest conversations about undesired work behaviors related to supervisor and subordinate. (b) Enhance formal and informal feedback (c) Enhance management learning (d) Enhance the focus on customer service (e) Encourage goal setting and skill development, (f) Pay attention to important performance dimensions that are ignored so far. (g) Change corporate culture, (h) Improve managerial behavior and effectiveness (Morgeson, Mumford, & Campion, 2005).

On the other hand, the there are some downsides of 360 Feedback. One of these disadvantages is related to the fact that this system can be costly to develop and implement in terms of financial resources and for the time of manager and subordinate. For example, as mentioned in the case study when Alex said that everyone in Landon’s Marketing is busy with the 360 feedback instead of focusing on their core work. A second disadvantage is that feedback might be dishonest because employees might feel not comfortable to give the truth feedback about their managers. Therefore, the feedback might be too positive or in positive way might be too negative. In addition, the honest feedback might cause aggressiveness between employees themselves and their managers (Morgeson, Mumford, & Campion, 2005). For instance, Person F of the Alex Sander 360 feedback review in the areas needing further development, felt uncomfortable providing negative...