SCM2601-W01-45955 Final Exam
May 1, 2013
I. 360-Degree Evaluation
1. Explain the concept of the 360-Degree Evaluation.
The 360-Degree Evaluation or 360-Degree feedback system is a performance evaluation system. This evaluation system is considered 360-degrees because it involves the collecting of performance information from an employee’s sphere of contact. This includes evaluations from direct peers and co-workers, managers and supervisors, and unlike most reviews also from subordinates, making this a circular system. This system is most useful when used to develop employees. When used as a developmental program, employees tend to be more honest when giving feedback toward others and themselves. The system can provide feedback to the employees about how co-workers up and down the work force view their performance compared to their own self-perceptions. This type of information is complicated to obtain and often better completed by third party software for this purpose. Next the supervisor will set up a time to review the findings with the employee. It is at this time the employee can discuss what is being observed. Reports include all competencies being observed by the survey, favorable and unfavorable. To improve future performance, the supervisor creates a plan with clear objectives for career development. The supervisor’s role does not conclude with these giving out objectives. Further involvement with each employee must be maintained throughout the evaluation cycle. This support allows the employee to feel secure that company cares about them, which in turn, improves employee performance, bringing positive results to company.
2. What are the advantages of the 360-Degree Evaluation methodology and why?
There are several considerable advantages to the 360-Degree system. One advantage is the removal or decrease of bias from a few superiors. As the number of inputs increase, a heavy bias balances out. When implemented fully this performance system gives the evaluated employee an increased understanding of their performance expectation. Another benefit is the commitment from employees, co-workers and employer to improve individual performance. Knowing that feedback is used as tool for overall performance instead of punishment allows employees to be honest and provide constructive criticism. Because of the anonymous nature of the information collection process there is a reduction of the “undiscussables.” Lastly, this system empowers the employee to improve and control their careers. A properly applied system gives employees core competencies to work towards with support. As the employee begins to have a more realistic assessment of their weaknesses and strengths, they will begin to align with the company’s core mission and vision; thus a happy and more productive employee.
3.What are the disadvantages of the 360-Degree Evaluation methodology and why?
The 360-Degree development evaluation like any other performance system is not perfect. This type of system does have risks that would not provide the desired results of such a system. One example is how an employee handles negative feedback. An employee with hurt feelings is less likely to respond well to criticisms of their work. This is why it is critical that the individual giving feedback to an employee, must use constructive ways of discussing competencies that are less than favorable. Employees also must trust the system and perceive it as fair and honest. This can be easily lost if anonymity is removed, which can be a factor when the number of those surveyed is low. If a given work group has a limited number of participants, the results from a particular person maybe easily known. With a loss of anonymity employees are likely to distort their survey. Another issue is that this system requires individuals to fill out reviews on many people including peers, supervisors, managers and...