360-degree evaluation method.

Evaluate the pros and cons of a 360-degree evaluation method.
 
Performance is evaluated, and information is provided to employees that enables them to reflect on their performance and develop plans. The 360-degree approach allows a wider range of people to evaluate and give feedback on an employee’s performance. A manager might conduct a self-appraisal, as well as receive feedback from peers, subordinates, superiors, and even customers and clients. Some advantages of 360-degree appraisal are that employees can get more than one perspective, and that people who work closely with the employee on a day-to-day basis can give feedback on overall performance, not just once a month or once a year. It is also a useful technique for meeting customer needs. It is sometimes easy for members within an organization to lose sight of the customers’ perspectives, and 360-degree appraisal brings the customers’ viewpoints into the larger picture. Some disadvantages include the possibility of spiteful evaluations from disgruntled subordinates, especially if evaluations are anonymous, coerced positive evaluations from intimidated employees, or misguided evaluations from employees who are not knowledgeable enough about the job they are evaluating.
 
 
 
Evaluate the effectiveness of the Morgan Stanley performance assessment and management system.
 
There are two sources of performance assessment, the primary and secondary. The primary source of performance assessment at the firm is a multi-source
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