Human Relations
Abstract
This report introduces concept of 360 degree feedback with its achievements and analyses the impact on 360 degree feedback from the three lenses, Cognitive heuristics, personality traits and social factors.
Table of Contents
Introduction 3 360 Degree Feedback 3 Use of the three lenses 4 Cognitive heuristics 4 Availability 4 Representativeness 4 Personality traits 5 Neuroticism 5 Conscientiousness 5 Social factors 5 Team interdependence 5 Organizational Politics 6 Conclusion 6 References 7 Appendix 9
Introduction
360-degree feedback is becoming widely used within organizations to provide powerful input to performance management and employee development. When conducting 360 degree feedback, there are several factors impacting on the employee response or decision making through the use of feedback. This report is analyzing feedback from the three lenses.
360 Degree Feedback
360 degree feedback is a performance appraisal system that obtains feedback on an individual’s performance from a variety of sources. Organizations integrate the process into performance management system along with appraisals and regular supervision meetings. It can provide detailed and structured information about current performance and what will be required in the future for both individuals and organizations (Ranken 2012). Today’s organizations are continually looking for ways to improve efficiency and performance, and 360 degree feedback is playing a growing role to help organization to effectively evolve the people working within it. The use of 360 degree feedback provides the unique opportunity for individuals to rate themselves, to increase their awareness of self-strengths and weaknesses. So they will have an increased understanding of the actions required to improve effectiveness in the future. 360-feedback has added the perspective from which performance and behaviors can be observed comparing to traditional self-evaluation. Employees can play more trust
This report introduces concept of 360 degree feedback with its achievements and analyses the impact on 360 degree feedback from the three lenses, Cognitive heuristics, personality traits and social factors.
Table of Contents
Introduction 3 360 Degree Feedback 3 Use of the three lenses 4 Cognitive heuristics 4 Availability 4 Representativeness 4 Personality traits 5 Neuroticism 5 Conscientiousness 5 Social factors 5 Team interdependence 5 Organizational Politics 6 Conclusion 6 References 7 Appendix 9
Introduction
360-degree feedback is becoming widely used within organizations to provide powerful input to performance management and employee development. When conducting 360 degree feedback, there are several factors impacting on the employee response or decision making through the use of feedback. This report is analyzing feedback from the three lenses.
360 Degree Feedback
360 degree feedback is a performance appraisal system that obtains feedback on an individual’s performance from a variety of sources. Organizations integrate the process into performance management system along with appraisals and regular supervision meetings. It can provide detailed and structured information about current performance and what will be required in the future for both individuals and organizations (Ranken 2012). Today’s organizations are continually looking for ways to improve efficiency and performance, and 360 degree feedback is playing a growing role to help organization to effectively evolve the people working within it. The use of 360 degree feedback provides the unique opportunity for individuals to rate themselves, to increase their awareness of self-strengths and weaknesses. So they will have an increased understanding of the actions required to improve effectiveness in the future. 360-feedback has added the perspective from which performance and behaviors can be observed comparing to traditional self-evaluation. Employees can play more trust