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Question: Over the last decade, 360° feedback (also known as multi-source feedback) has revolutionised the feedback and performance appraisal process, where anonymous feedback from colleagues at various levels is correlated and offered to individual team members. Required: Identify four (4) of the various practical benefits and four (4) disadvantages related to the 360° feedback method. (8 marks)
With considerably more women entering the job market, Barker (2007) discusses how greater gender diversity can afford practical benefits to employees and the organisation overall. As part of the Human Resource Management for Rowl-et associates, a start-up company looking to hire more workers, you have been asked to weigh-in on diversity management and career management. In doing so, you must explain to the board of directors the reasons for the sharp increase in the labour force participation rate of women. (Fictious scenario developed by Educator) Source: Werner, A., Botha, C., Ngalo, O., Poisat, P., Van Hoek, L., Chinyamurindi, W., & Dodd, N. 2021. Human Resource Management. 11th Revised edition. South Africa: Oxford University Press. p. 314. 2.1Identify and explain the seven (7) advances associated with greater gender diversity, outlined in your courseware by Barker (2007). (14 marks) 2.2 Identify the four (4) different ways that goal setting can motivate employee behaviour in performance management. (4 marks)
Benefits of the 360° Feedback Method: 1. Comprehensive evaluation: 360° feedback provides a comprehensive perspective on an employee's performance, as it integrates feedback from different sources including superiors, colleagues, subordinates and sometimes, even customers. 2. Self-awareness: By receiving feedback from multiple sources, individuals can gain increased self-awareness of their strengths and areas for improvement. They can also identify discrepancies between how they perceive themselves and how others perceive them. 3. Skill development: This kind of feedback is particularly beneficial for skill and professional development, as it allows individuals to understand their capabilities, areas where they excel, and areas where they need to develop or improve. 4. Team cohesion: By allowing members to provide feedback on each other, this performance appraisal method may promote better understanding, cohesion and collaborative work within the team. Disadvantages of the 360° Feedback Method: 1. Feedback bias: Observed behaviour may differ among colleagues, leading to possibly skewed feedback. Personal feelings may also impact the objectivity of the feedback. 2. Time-consuming: Gathering, analysing and providing feedback from multiple sources can be time-consuming and may distract from other important tasks. 3. Misunderstanding feedback: If not given properly, feedback can be misunderstood, leading to confusion or creating negative feelings. 4. Overemphasis on colleague feedback: There may be an over-reliance on feedback from colleagues. This could overshadow the more critical feedback from direct superiors or subordinates, which could lead to misprioritisation of improvement areas.
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