360 Degree Feedback and Leadership Development

Submitted by: Submitted by

Views: 522

Words: 1359

Pages: 6

Category: Business and Industry

Date Submitted: 12/06/2011 11:38 AM

Report This Essay

360 Degree Feedback and Leadership


By the view of the human resources or industrial psychology 360-degree feedback is feedback that comes from all around an employee. I also can be called "multi-ratter feedback," "multisource feedback," or "multisource assessment,"."360" as all we knew refers to the 360 degrees in a circle, with an individual figuratively in the centre of the circle. Usually feedback is provided by subordinates, peers, and supervisors. 360-degree feedback also includes a self-assessment and also the can include the external resources from the customer or stakeholders. We can use the 360-degree feedback to evaluate the team works in organization to use our labour force more profitable, to help them to see their negative and positive sites. Also we use this method to see ourselves and others objectively from all around. For example, if the manager will be evaluated only by the workers point of view it will be not objective because the status of the manager gives the impression on the workers. However, if we evaluate the manager by the CEO point of view we would not see this impression we could see the upper statuses’ point. Therefore, only when we submit this two different point of views we can say that we did 360-degree feedback. The other important issue in the 360-degree feedback we must clarify the questions we asked, they must be clearly understandable. The results from 360-degree feedback usually used to plan and develop strategy. Some companies use 360-degree feedback for giving the best workers promotions or payments it is also the selected strategy by human resources. However, even today there is controversy that whether this way improves the employee performance or not. Some of academics give the results from the researchers that 360-degree feedback that it improves the employee performance. For instance, a study by Reilly et al. (1996) found that performance increased between the 1st and 2nd administrations, and...