Assignments:
In a 360-degree appraisal, a manager's performance is appraised by a variety of people in a position to evaluate the manager's performance.
The manager then receives feedback based on evaluations from these sources.
Trust is a critical ingredient if this type of performance appraisal is going to be effective.
Research suggests that 360-degree appraisals should focus on behaviors rather than traits or results, and that managers need to carefully select appropriate raters.
Appraisals tend to be more accurate when made anonymously and when raters have been trained in how to use 360-degree appraisal forms.
Managers need to think carefully about the extent to which 360-degree appraisals are suitable for certain jobs and be willing to modify any system they implement when they become aware of unintended problems the appraisal system may create.
Answer the following questions (with support from your text and your personal experience) and post your response on the Discussion
Board. Read the items posted by your classmates and respond to at least two other student's postings.
Questions: Evaluate the pros and cons of 360-degree performance appraisals and feedback. Would you like your performance to be appraised in this manner? Why or why not?
Please make sure that you provide thorough support to your discussion postings. You may want to also talk to employees about their performance appraisals to get their views on a 360 degree review.