“a Co-Relation of 360 Degree Feedback & Level of Motivation.”
ISSN NO. 1040-8603 www.studymode.com
Vol. I March
Gurpreet Singh Research Scholar Sai Nath University Under Guidance of Dr. Seema Dhawan
Statement of the Research study:
“A co-relation of 360 degree feedback & level of motivation.”
Introduction:
360 Facilitated™
Originated by Peter Farey in the UK in 1974 and based on his well researched Leader/Manager Model (published in 1993), this approach includes the following characteristics:
1. Questionnaires cover a wide range of issues distributed equally between Leadership (the future) and Management (the present), in the areas of both People and Task. Hence Mega, Macro and Micro levels - as well as any organization's set of selected competencies - map into the framework.
2. Questions do not assess the manager but only suggest more or less of each behavior.
3. Interaction between manager and staff/peers is facilitated constructively to optimize how they work together.
4. The process is short and sharp, involves employees at every level and leads to openness, communication, learning - both individual and organizational to close gaps in results within the organization. In a word: teamwork.
5. Measures used include: value of action plans, achievement of learning objectives, improvement in performance, quality, productivity; reductions in absenteeism, turnover and suggested change. These links to Mega, Macro and Micro levels of results.
360degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from all around an employee. "360" refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It
Vol. I March
Gurpreet Singh Research Scholar Sai Nath University Under Guidance of Dr. Seema Dhawan
Statement of the Research study:
“A co-relation of 360 degree feedback & level of motivation.”
Introduction:
360 Facilitated™
Originated by Peter Farey in the UK in 1974 and based on his well researched Leader/Manager Model (published in 1993), this approach includes the following characteristics:
1. Questionnaires cover a wide range of issues distributed equally between Leadership (the future) and Management (the present), in the areas of both People and Task. Hence Mega, Macro and Micro levels - as well as any organization's set of selected competencies - map into the framework.
2. Questions do not assess the manager but only suggest more or less of each behavior.
3. Interaction between manager and staff/peers is facilitated constructively to optimize how they work together.
4. The process is short and sharp, involves employees at every level and leads to openness, communication, learning - both individual and organizational to close gaps in results within the organization. In a word: teamwork.
5. Measures used include: value of action plans, achievement of learning objectives, improvement in performance, quality, productivity; reductions in absenteeism, turnover and suggested change. These links to Mega, Macro and Micro levels of results.
360degree feedback, also known as multi-rater feedback, multi source feedback, or multi source assessment, is feedback that comes from all around an employee. "360" refers to the 360 degrees in a circle, with an individual figuratively in the center of the circle. Feedback is provided by subordinates, peers, and supervisors. It also includes a self-assessment and, in some cases, feedback from external sources such as customers and suppliers or other interested stakeholders. It