360-Degree Assessments at Disney
Today’s organizations are using 360-degree assessments to gain a full idea of how employees’ work in the workplace in different capacities than a one-supervisor rating system. All in all, Disney will benefit from using a multirater system for all staff despite some of the negative opinions of this performance instrument.
360-Degree Assessments in Succession Plans at Disney
At Disney, “delivering top-quality customer service” is most significant value throughout the organization (Freeman, 2014, p.13). If Disney’s aim is to please and give guests the ultimate experience of magic and fantasy, then not only recruiting, but also developing employees or as the company calls them, cast members, providing performance …show more content…
One ineffective way of a 360-degree review, “relying on anonymous feedback” (Detert & Burris, 2016, p.82). The flaw in providing an anonymous assessment of Disney cast members does not know who said what about the individual, and can hinder training and development to improve performance especially if the information is general and not specific (Detert & Burris, 2016). Another ineffective method of a 360-degree assessment, it becomes about popularity and not about performance (“360-Degree Assessments--Are They Working,” 2000). The multirater can lose sight of the purpose of evaluating the performer because they are more concerned about making their friend or colleague look excellent in management’s eyes than work productivity. After reviewing the advantages and disadvantages of using a 360-degree assessment at Disney, now it is crucial to identify which candidates qualify for this performance instrument.
Candidates for 360 Degrees
At Disney, all employees are considered as cast members no matter if the person performs live show for guests or if the individual works behind a desk (Allerton, 1997). Therefore, 360-degree reviews are beneficial to all from the top to the bottom of the company because all Disney cast members have the opportunity to develop their career through “five-stage training processes” during the recruitment and orientation phase for new hires (Freeman, 2014, p.14). For the most part, a 360-degree is a famous employee measurement but implementing the tool can be streamlined to benefit Disney.
Streamlining 360
Today’s organizations are using 360-degree assessments to gain a full idea of how employees’ work in the workplace in different capacities than a one-supervisor rating system. All in all, Disney will benefit from using a multirater system for all staff despite some of the negative opinions of this performance instrument.
360-Degree Assessments in Succession Plans at Disney
At Disney, “delivering top-quality customer service” is most significant value throughout the organization (Freeman, 2014, p.13). If Disney’s aim is to please and give guests the ultimate experience of magic and fantasy, then not only recruiting, but also developing employees or as the company calls them, cast members, providing performance …show more content…
One ineffective way of a 360-degree review, “relying on anonymous feedback” (Detert & Burris, 2016, p.82). The flaw in providing an anonymous assessment of Disney cast members does not know who said what about the individual, and can hinder training and development to improve performance especially if the information is general and not specific (Detert & Burris, 2016). Another ineffective method of a 360-degree assessment, it becomes about popularity and not about performance (“360-Degree Assessments--Are They Working,” 2000). The multirater can lose sight of the purpose of evaluating the performer because they are more concerned about making their friend or colleague look excellent in management’s eyes than work productivity. After reviewing the advantages and disadvantages of using a 360-degree assessment at Disney, now it is crucial to identify which candidates qualify for this performance instrument.
Candidates for 360 Degrees
At Disney, all employees are considered as cast members no matter if the person performs live show for guests or if the individual works behind a desk (Allerton, 1997). Therefore, 360-degree reviews are beneficial to all from the top to the bottom of the company because all Disney cast members have the opportunity to develop their career through “five-stage training processes” during the recruitment and orientation phase for new hires (Freeman, 2014, p.14). For the most part, a 360-degree is a famous employee measurement but implementing the tool can be streamlined to benefit Disney.
Streamlining 360