360-degree feedback Case Study Example | Topics and Well Written Essays - 1250 words

360-degree feedback - Case Study fountDownward feedback is the feedback received from direct supervisors and also superiors from other areas. Upward feedback is the feedback received from individuals who are either right away reporting to the person who is receiving the feedback or feedback from other people in the lower hierarchy. The last one is feedback unruffled from the people at the same level i.e. peers, clients, and/or colleagues. At Landon, the 360-degree feedback is used to get feedback so that employees whoremaster work on all developmental areas however, they are not appraised based on this feedback. Yet, 360-degree feedback is believed to be censorious for the organizations performance. . Ideally, 360-degree feedback is collected to assess the performance of a supervisor or an individual in terms of people management, process and client management. Also, 360-degree feedback helps to understand personality of the individual and perception that peers have on the indiv idual. It would be a good practice if the names of the feedback providers from downward, upward & from peer groups are not disclose to the feedback receiver. In the present case, Sam shares the 360-degree feedback report with Alex along with the names of the people who provided the feedback. This is one of the reasons 360-degree feedback is not real by people and/or people hesitate to provide an spread and honest feedback, especially when the feedback is for psyche at higher level. The 360-degree feedback should be explained to everyone so that everyone understands the concept and purpose in the right manner. This can be further improvised if the feedback is backed up with strong data or information. Based on Alexs notion about .360-degree feedback, it is clear that he is not fully aware of its importance in destiny him perform better. Alex is unaware of the impact each feedback plays in helping him grow to higher levels of leaders. Therefore, he should be educated about the si gnificance and purse of 360-degree feedback before providing feedback collected so that he conditions his approach to receiving the feedback with an open mind. 2. What behaviors by Alex are having the greatest impact on the 360-degree data? Alexs performance and behavior enticed plus and negative feedback from all groups that provided feedback. Firstly, Alex is recognized as an aggressive performer with high career aspirations. His strong educational background and little work experience that has been so successful have contributed to the aggression and the drive to master every milstone. This drive further reinforces Alexs commitment to work and encourages him to work harder. His efforts to go extra mile is sanitary appreciated and does whatever it takes to achieve his goal. Alex expects the same commitment and efforts from his subordinates as well. Alexs confidence gained by means of immense efforts and utmost commitment is very evident based on the feedback received. He is r ecognized as very impulsive because his subordinates feet that he is not good listener. In the sense, he always provides instructions, but does not seek others opinion or ask for their inputs on business-related matters. Moreover, his aggression causes him to react impulsively, which the team members as well as peers feel is overpowering and ill treating. Similar feedback from his peers makes him less approachable however, his immense knowledge and discreet dealing with business challenges makes him a popular and desired employee. It is evident that Alex Sanders is aspiring for higher roles in the leadership position and greater achievements. The 360-degree feedback from his superiors, subordinates and peers has much