360 Degree Feedback: a Tool for Development

TITLE: 360 DEGREE FEEDBACK: A TOOL FOR

DEVELOPMENT

A Term Paper

Presented to

Mrs. AurecelLaplana-Alejandro

Humanities Division

Ateneo de Davao University

In Partial Fulfillment

Of the Requirements for

English 23

First Semester, SY 2013-2014

By

Tagros Davie Febb

Gimang Kimberly

Th: Although 360-degree feedback system consumes time for workers, comes with a significant price tag and has problems linked to it, it should be used in Philippine business organizations because it helps employees gain awareness, drives for change, helps improve workers skills and helps increase employees engagement.

Tentative Outline:

1.0 Introduction

2.0 Background

2.1 Definition

2.1.1 Performance appraisal

2.1.2 360-degree feedback

2.1.3

2.2 Brief History

2.3 Element of 360 degree feedback

2.3.1 Supervisors

2.3.2 Peers

2.3.3 Subordinates

2.3.4 Costumers

2.3.5 Yourself

2.4 Use as

2.4.1 Developmental tool

2.4.1.1 Team

2.4.1.2 Individual

2.5 Issue

3.0 Advantages

3.1 Helps employees gain awareness

3.2 Drives change for organizational culture

3.3 Helps improves workers skills

3.4 Helps increase employees engagement

4.0 Disadvantages

4.1 Consumes time for workers

4.2 Comes with a significant price tag

4.3 Problems link to 360

4.3.1 No assurance of honesty

5.0 Refutation

6.0 Example in Public Sector

7.0 Conclusion

It cannot be denied that performance play an important role for individuals. In looking how an individual performs, they can measure how their work progress and can greatly help on their future works that is why in today’s economy, more and more organizations are now focusing on their employees' performance.

Businesses have been using performance appraisal in their workers to evaluate and measure their job. Through this, companies discover how and why the employee is presently performing on the job and how the employee can perform more...