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REVIEW ON 360 DEGREE APPRAISAL
NAME: MUHAMMAD TAHIR AFZAL
SUBJECT: HUMAN RESOURCES MANAGEMENT
SUBMITTED TO: ATTA-UR-REHMAN
HOW DO 360 DEGREE PERFORMANCE REVIEWS AFFECT EMPLOYEE ATTITUDES, EFFECTIVENESS AND PERFORMANCE?
DIANE M. ALEXANDER, 2006
University of Rhode Island
Why this is an important question?
360 degree reviews are intended to give an employee the opportunity to understand and remedy any friction points or issues that may exist between themselves and the rest of the organization. Friction points often times include issues in the areas of interpersonal relationships, teamwork, communication and management style. The true ability of a 360 degree review to remedy these types of issues is in question.
Employees may become pre-occupied with their negative reaction to the feedback and their focus and normal productivity levels at work may become interrupted. While positive feedback serves to reinforce desired behaviors and motivate employees, negative feedback can contribute to a reduced level of job satisfaction, and a decreased ability or desire to contribute to an organization.
What is a 360 degree review?
A 360 degree performance review is a formalized process whereby an individual receives feedback from multiple individuals or “raters” who regularly interact with the person being reviewed, commonly referred to as “the learner”. The objective is to provide the learner with feedback on their performance behaviors and outcomes as well as their potential, while identifying and establishing development goals.
As a result of this feedback, the learner is expected to be able to set goals for self development which will support the advancement of their careers and in turn benefit the organization. The raters typically represent the learner’s boss, peers, subordinates, customers and sometimes even their significant others. Their own self assessments complete the circle.
Purpose of 360 Degree Review:
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