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    360 degree performance appraisal provides an opportunity for all levels of employees to express their views and contribute to the achievement of the objective of the organization. A number of distinct advantages can be realized from this type of assessment, and this technique has gained widespread popularity among small businesses. 360 degree feedback helps people get a broader how others perceive them and therefore motivates them to work harder to achieve organizational objective perspective. Feedback provides a more complete view of their performance. Here are some benefits of 360-degree feedback:- ADVANTAGES  Creates awareness among employees and senior management This feedback system creates awareness and a competitive spirit among employees.…

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    The basic purpose of performance appraisal is to inform employees on what they need to improve on, and motivate them to do so. There are four basic steps of performance appraisal. The first step is to set organizational goals. The second step is defining the performance target. The third step is conducting a performance review. The fourth and final step is to provide each employee with feedback. There are numerous concerns with performance appraisal. The process can be very time…

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    It gives an outlook of who can best do what, and where best to utilize them. It ensures they reach their highest potential within the company. It allows managers to provide coaching and feedback to the employees so they can improve performace levels in identified areas. Affective appraisals inhibit improvement and development of employee performance. On the other hand, they may be a source of justified legal documentation resulting in discussions or termination. Performance appraisals…

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    Depending on your organization, annual, bi-annual, or quarterly employee appraisals are done to provide feedback on employee job performance. While the initial purpose of appraisals, dating back to 1842, was to help people perform to the best of their abilities, it seems to have taken on a negative connotation presently. Many organizations will only hold performance appraisals when management is building a case to terminate someone. Given this, it is no wonder that performance appraisal sessions…

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    projects, facilitating collaboration, supporting career development, and ensuring that processes and systems aligned with company goals. The challenge Google faced: Highly technical and skilled employees don’t value management; they believe that the management is there to prohibit them from working. The question was, how to turn this around? How to make them realize the value of a manager? 360 Degree feedback Google’s 360-degree review provide the manager to the holistic view of their team.…

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    improve on this skill, I want to work on maintaining the things I already have organized. I’ve discovered I’m very good at getting what I need organized, but when it comes to maintaining that organization my skills still fall short. Very simple things like keeping my laundry organized day to day, instead of doing it all on Sundays like usual. By starting to take basic steps daily to maintain my previously organized tasks, I can work on my overall organizational skills. 9) Communication…

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    It seems that a lot of companies are realizing that replacement hiring is not the best option for long term quality employees. Companies are starting to realize the commitment level that employees are willing to give when they have companies that train and promote within. Succession planning looks within the company and finds its future leaders and manager from the ranks. The company will then send the selected employees through various training and developmental programs to get them ready…

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    Capko (2003) suggested job knowledge and skills, quality of work, the quantity of work, work habits, and attitude should be included in a performance evaluation of staffs. On the other hand, evaluation in management positions Capko (2003) suggested that assessment on the manager’s people skills, ability to motivate and provide direction, overall communication skills, and ability to build teams and solve problems, should be included along with the essential job performance areas mentioned before.…

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    Case Study: Melinda

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    Alex indicated that the reasons that Melinda was providing were inadequate to answer for the decreased performance. Upon those remarks, Melinda introduced another reason for her declining performance. She indicated her current position was granted to her because of her language and her cultural background that fitted the South Western region. Melinda cited her past exemplary performance from the last ten years and her qualifications to have warranted her a managerial position. She added that the…

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    Manufacturing’s SWOTT analysis (University of Phoenix, 2013). Strengths. Riordan Manufacturing has three main strengths: Brainstorming, instant messaging, and meetings. Brainstorming discussions helped identify many user requirements that the techinical team could assess for usefulness. The use of instant messanger (IM) for conversations between all team members ensures efficient communication. Weekly face-to-face meetings with all team members gives individules time to compare updates and…

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