Management and Organizational Behavior Answer the questions in essay format. You

Question

Management and Organizational Behavior

Answer the questions in essay format. Your answer should be of enough depth to demonstrate a growing knowledge of the material and a minimum of 200 words per question.

1. Discuss the process known as 360-degree feedback. Using your critical thinking skills, what might be a flaw or problem with this process that our text does not mention?

,TTI& lhme to evaluate the level or quality of performance Evaluating Performancee Your m more discouraging than easures of performance should be both relevant and accurate. There is not hing eing measured on eriteria that don't matter or not being mea- process of comparing perfor- sured on those that do . Evaluating performance is the mance at some point in time to a previously esta blished expectation or goal. You it isn't t r midterm grade, for instance, helps you monitor your performance so far. But Why Th he end of the story. You then evaluate it-did you perform as you expected? or why not? How will your midterm performance affect your grade for the course? e answers to these questions are important and are often influenced by your percep- erceptual Errors in Evaluating Performance As you learned in Chapter 4, your ou gathered via monitoring. Table 6.4 lists common perceptual errors in monitorin tual processes outions and perceptions can greatly influence the way you evaluate the information employee performance and recommended solutions The best-laid goals from Step 1 can be completely undermined if performance to- ward them is not measured appropriately, or if performance is evaluated with bias. Many organizations and their managers have tried to overcome such problems using 360-degree feedback. In 360-degree feedback individuals compare perceptions of their own perfor- mance with behaviorally specific (and usually anonymous) performance informa- tion from their manager, subordinates, and peers. Such multi-rater feedback can also come from outsiders, such as customers or suppliers. HCL Technologies, one of India's three largest IT services companies, implements a 360-degree feedback program for the CEO and 3,800 managers. The CEO's reviews are transparent, posted on the company's internal website for all 50,000 employees to see The managers' results are posted too. Vineet Nayar, the former CEO who created the ystem, described the system as "reverse accountability" wherein managers are account able to employees, the opposite of the business norm.43 Collecting performance information from multiple sources helps the person being evaluated get a broad view of his or her performance, and it also highlights any biases and raters also makes it percep tual errors that might be occurring. Finally, using multiple

Explanation / Answer

360 Degree Feedback is a technique or a tool in which the staff members receive feedback from their peers, superiors and direct reporting subordinates. The confidentiality of the feedback givers is usually maintained to maintain congenial and harmony in the relationships. The feedback back form is generally a questionnaire with rating scale which is filled by the people around them anonymously and against the same parameters an individual also rates himself. The gap analysis is done in the ratings by the other people and an individual, The strength and weakness, the training identification, skill enhancement, career advancement of the employee is foreseen to make them fit for higher roles if at any time there is vacancy in the company.

The shortcoming of 360 Feedback techniques is that it does not measure technical skills and subject matter expertise required for job. It does not measure Key Result Areas performances and compliance to the companies code of conduct .The feedback can be biased also and may be swayed by the personal incidents and one time experience.

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