developin leaders
DEVELOPING LEADERS USING 360 DEGREE
FEEDBACK(RSDQ MODEL)
ABSTRACT
This study examines 360 degree feedback as both an intervention and an evaluation technique for assessing management learning. An evaluation model is described which was created to distinguish the effects of different interventions for different stakeholders. How 360-degree feedback contributes to the development of leadership versatility. What are the benefits of 360 degree feedback How 360 degree feedback helps to develop a leader and how in turn it effects the organizational growth. Will the improved subordinate ratings of the leader on consideration, performance orientation, and employee development related to increased subordinate engagement and satisfaction as well as reduced intentions to leave following 360-degree feedback to leaders.
INTRODUCTION
The popularity of 360-degree feedback—the process in which subordinates,peers, bosses, and/or customers provide anonymous feedback to recipients—has grown during the past decade
(Waldman & Atwater, 1998). Organizations invest in 360-degree feedback programs with the expectation that not only will leaders make positive changes in behavior but also their developmental efforts will in turn influence other important organizational outcomes. Although
360-degree feedback is becoming a common human resources (HR) practice among many public and private organizations, little research has been conducted to assess whether 360-degree feedback influences outcomes such as employee attitudes. Scant attention has been given to evaluating the effectiveness of 360- degree feedback programs. research suggests that customer satisfaction and loyalty are affected by employee attitudes and behaviors, and employee attitudes and behaviors are influenced by the practices of their leaders. This line of reasoning would suggest that if leadership practices improve as a result of feedback, employee attitudes could be expected to improve as a result.
FEEDBACK(RSDQ MODEL)
ABSTRACT
This study examines 360 degree feedback as both an intervention and an evaluation technique for assessing management learning. An evaluation model is described which was created to distinguish the effects of different interventions for different stakeholders. How 360-degree feedback contributes to the development of leadership versatility. What are the benefits of 360 degree feedback How 360 degree feedback helps to develop a leader and how in turn it effects the organizational growth. Will the improved subordinate ratings of the leader on consideration, performance orientation, and employee development related to increased subordinate engagement and satisfaction as well as reduced intentions to leave following 360-degree feedback to leaders.
INTRODUCTION
The popularity of 360-degree feedback—the process in which subordinates,peers, bosses, and/or customers provide anonymous feedback to recipients—has grown during the past decade
(Waldman & Atwater, 1998). Organizations invest in 360-degree feedback programs with the expectation that not only will leaders make positive changes in behavior but also their developmental efforts will in turn influence other important organizational outcomes. Although
360-degree feedback is becoming a common human resources (HR) practice among many public and private organizations, little research has been conducted to assess whether 360-degree feedback influences outcomes such as employee attitudes. Scant attention has been given to evaluating the effectiveness of 360- degree feedback programs. research suggests that customer satisfaction and loyalty are affected by employee attitudes and behaviors, and employee attitudes and behaviors are influenced by the practices of their leaders. This line of reasoning would suggest that if leadership practices improve as a result of feedback, employee attitudes could be expected to improve as a result.
References: 360-Degree Feedback to Leaders: Does it Relate to Changes in Employee Attitudes? Leanne E. Atwater and Joan F. Brett Group & Organization Management 2006 31: 578 DOI: 10.1177/1059601106286887 360-Degree Feedback In The Context Of Leadership Development In The ADO Ruth Rohan-Jones with Steve Rohan-Jones. Preparation for 360-degree Feedback in Leadership Development Programs and Executive Coaching by Prof. Konstantin Korotov.