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Chapter: Business Science - Managerial Behavior and Effectiveness - Designing The Managerial Job

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Feedback- Designing the Managerial Job

Feedback is a planned, systematic intervention in the life of an individual -who is capable of choosing the goal and the direction of his own development.

Feedback

 

—    Feedback is a planned, systematic intervention in the life of an individual -who is capable of choosing the goal and the direction of his own development.

 

—    Thus the purpose of counselling is to help the employee become aware of his own performance, his strengths and weaknesses, opportunities available for performance development and the threats in the form of technological change etc.

 

360-Degree Feedback

 

—    360-degree appraisal is basically a Multi-rater appraisal and feedback system. In this system, the employee is assessed periodically (once in a year and sometimes even half yearly) by a number of assessors including his

 

—    Supervisor

 

—    immediate subordinates

 

—    Colleagues

 

—     internal customers and

 

—    external customers

 

Importance of 360-degree feedback

 

—    A 360-degree evaluation is valuable because people don‘t act the same towards everyone.

 

—    Another important aspect of 360-degree feedback is the inclusion of self-evaluations – think about Strength, weakness

 

—    360-degree feedback evaluations have the advantage of confidentiality

 

 

—    360-degree feedbacks are known as multi-rater assessments since the number of evaluations is increased to include peers, supervisor and subordinates to offer a more balanced and comprehensive view and improve the quality of performance measures.

 

—    Benefits both the organization but also to appraise

 

Objectives Of 360-Degree Feedback

 

—    Insight into the strong and weak areas of the candidate in terms of the effective performance of roles, activities, styles, traits, qualities, competencies knowledge, attitudes and skills, impact on others and the like.

 

—    Identification of developmental needs and preparing developmental plans more objectively in relation to current or future roles and performance improvements for an individual or a group of individuals.

 

—     Data generation to serve as a more objective basis for rewards and other personnel decisions.

 

—     Alignment of individual and group goals with organizational vision, values and goals.

 

—    Reinforcement of other change management efforts and organization effectiveness directed interventions.

 

Appraisers

 

—    The appraiser may be any person who has thorough knowledge about the job contents to be appraised. The appraiser should be capable of determining what is more important and what is relatively less important. He should prepare reports and make judgments without bias.

 

—    Supervisors

 

—    Familiarity

 

—    Responsibility

 

—    Linking T &D

 

—    Peers- contribution, reliability, initiative, interpersonal effectiveness

 

—    Subordinates

 

—    Self Appraisal - MBO

 

360-Degree Feedback



 

Steps

 

—    The assessment is made in a questionnaire specially designed to measure behaviours considered as critical for performance

 

—    Others do the Appraisal anonymously and the assessment is collected by an external agent (consultant) or specially designated internal agent (for example the HR Department).

 

—     The assessment is consolidated. Feedback profiles are prepared and given to the employee.

 

—    This type of multi-perspective evaluation is more complete and accurate than the traditional top-down evaluation

 

360-degree feedback can be used for

 

—     Self development and individual counselling

 

—    Part of organized training and development

 

—    Team building

 

—    Performance management

 

—    Strategic or organization development

 

—     Validation of training and other initiatives

 

 

—     Fixing Remuneration Advantages of 360-Degree Feedback

—    It is more objective than a one-person assessment of traits and qualities.

 

—    It adds objectivity and supplements the traditional appraisal system.

 

—    It is more participative and enhances the quality of HR decisions.

 

—    It is suitable for new organizational cultures being promoted by most world-class organizations (participative culture, learning culture, quality culture teamwork, leadership culture etc)

 

—     Provides quality and large quantity of detailed information about a person.

 

—    It has morale boosting effect

 

Phases of Feedback Exercises

 

—    Orientation

 

—    Questionnaire distribution

 

—    Monitoring & following up

 

—    Data feeding and reports

 

—    Counselling

 

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