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360 Degree Feedback

Feedback Loops in Business

Hi, I am currently learning about feedback loops and the ideas behind balancing and reinforcing loops and whether or not that is useful. However, I am having some difficulty fully understanding the topic and answering the following questions below. Questions: - Can you provide examples of these "loops" in an organization to

A Personal Organizational Concern

See the case study following the questions. 1. Analyze and justified one aspect you would like to change within your team within the organization to make it more successful, make your life better, or make the team function better. 2. Describe and analyze the formation and chemistry of the team. 3. Analyze how team p

"DNA" Company: Training Program Implementation

You have distributed a 360-degree feedback rating form to employees of "DNA". The results of the feedback show that the president is highly regarded by the majority of employees. They respect his willingness to be a team player and feel that his support will increase their motivation to meet company goals. However, the feedback

Appraising/Managing Performance: Formal evaluations effective

Performance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. Do you feel your company's formal performance evaluation process is effective? What steps could be taken to make it more effective?

Industrial Services of America: Feedback Loops (Balancing and Reinforcing)

BACKGROUND In this final Case of the Integrated Case Project, you will take a look at feedback loops in Industrial Service Industries of America, Inc. Identify one Balancing Loop and one Reinforcing Loop. Draw on the background readings from this module in constructing your diagnosis. Within each of these feedback loops t

Global Leadership Development Plan

Global Leadership Development Plan 1) What are the Global leadership concerns for the future? Must be rooted in global trends. (explain in detail) a. Identify the global trends that you see driving a global leadership agenda. b. Clearly link leadership development needs to the applicable global trends. 2) What Emergi

National Presto Industries Feedback Loops

Please see attachment. Take a look at feedback loops in National Presto Industries, Inc. Identify one Balancing Loop and one Reinforcing Loop. Draw on the background readings in constructing your diagnosis. Within each of these feedback loops there are opportunities for learning and improvement. REQUIRED READING:

Importance of Feedback for Effective Communication: Research proposal

With this assignment it will represent a research paper. The Importance of Feedback for Effective Communication | write a short research proposal for a research paper. In your proposal, be sure to include the following: Your purpose in writing the paper Your reason for choosing your particular topic: Why does it inter

Feedback to the client analysis

Why is it important to plan your feedback meeting with your client? What are some communication plans you might use instead of Block's 10-step feedback meeting plan? How might a client feedback plan vary from industry to industry? Are all facets of a communication plan equally important regardless of industry? What techn

Positive reinforcement cannot work without giving ________ to individuals. generous prizes frequent feedback continuous reinforcement just punishments When intermittent rewards are used in positive reinforcement, the: desired behavior fades quickly. desired behavior is sustained longer. undesired behavior fades quickly. undesired behavior is sustained longer. The motivational principle of WIIFM means that people are motivated by: concern for the welfare of others. self interest. a need to avoid pain. a spirit of excitement and adventure. An important reason that employee recognition programs are often effective is that: most workers are greedy. most workers feel they do not receive enough recognition. collecting company souvenirs is a popular hobby. the need for economic security and safety is strong. Leadership in the workplace is mostly concerned with: controlling and giving orders. influencing and persuading others. taking care of business transactions. disciplining group members. A survey of a large number of employees indicated that the trait they valued most in a manager is: honesty and integrity. an in-your-face attitude. emotional intelligence. visionary perspective. Buck is self confident, so he is likely to: regard leadership positions as unimportant. have feelings of inferiority. be composed under pressure. have difficulties handling pressure. ¬ The most effective technique for increasing self objectivity is to: ask for feedback from others. set objectives for self improvement. take frequent vacations. adopt a relaxed, casual attitude. According to research, superb leaders all have one trait in common: superb spatial intelligence. superb emotional intelligence. a below-average tolerance for risk taking. average imagination and creativity. Trusting the company and the manager will have the strongest impact on which component of expectancy theory? effort to performance expectancy performance to outcome expectancy valence employee initiative

Positive reinforcement cannot work without giving ________ to individuals. generous prizes frequent feedback continuous reinforcement just punishments When intermittent rewards are used in positive reinforcement, the: desired behavior fades quickly. desired behavior is sustained longer.

(1)What is 360-degree feedback? What advantages might it have over more traditional performance appraisal systems that use only downward feedback? What are some of the problems that could occur in using a 360-degree feedback system? The 360 degree feedback system is a survey conducted by a few select individual within an organization about a specific employee or employees. Coworkers, supervisors, and executives from the top-down hierarchy can rate or grade the performance of an employee that is based upon behavioral characteristics and core competencies. It allows each employee to give his/her honest opinion about working with the rated employee. In addition to being rated by coworkers the rated employee must complete a survey/questionnaire about him/herself as well. The survey is confidential and anonymous and gives managers/leaders a general idea about how coworkers interact with each other. The 360 degree feedback system is an excellent method for determining if an organization possesses a multifaceted group that embodies team players. In retrospect, the survey system is a beneficial attribute for employees for the reason that it gives employees an opportunity to discover their strengths and weaknesses and enables them to become more efficient in organizational processes. The aforementioned feedback system is an organizational developmental system used to measure the effectiveness of the workforce. Every organization has some form of weakness emanating from within the internal framework that prevents an organization from operating to its full potential. If weaknesses are not quickly identified organizations may incur significant ramifications, thus resulting in loss of revenue or competitive advantage.

(1)What is 360-degree feedback? What advantages might it have over more traditional performance appraisal systems that use only downward feedback? What are some of the problems that could occur in using a 360-degree feedback system? The 360 degree feedback system is a survey conducted by a few select individual within an org

Organizational communication (OC) is very complex and fragmented. Many organizations deal with the overwhelming risk of high employee turn around as a result of failure to communicate effectively. Lack of effective OC often result in low company morale, decreased productivity performance, and/or decrease in revenue. In any event, OC is an exceedingly comprehensive process that must be strategically implemented if an organization is going to reduce turn around and increase productivity and performance. For years researchers have developed theories and philosophies that would formulate an adequate definition as to what organizational communication is, however in more simplistic terms OC can be defined as a collection of input/output, feedback, and innovative collaboration from within an organizational hierarchical framework consisting of staff members, executives, lower-mid-high level employees, and team members with the sole purpose of achieving an organizations primary objective. Communicators within organizations are required to provide information and resources to members within the organization as a method of invoking change initiatives, motivating staff, and encouraging forward progression. Successful communication relies heavily on a two-sided collaborative function of active listening and proactive communicating.

Organizational communication (OC) is very complex and fragmented. Many organizations deal with the overwhelming risk of high employee turn around as a result of failure to communicate effectively. Lack of effective OC often result in low company morale, decreased productivity performance, and/or decrease in revenue. In any eve

1. Discussion of the Personality Profile based on Big Five model of personality (surgency, agreeableness, adjustment, conscientiousness, and openness to experience) The Big Five Model: Surgency-is the ability to persuade or influence individuals to understand your point of view, vision, mission, and/or objective and is willing to follow your lead as a result. One of the character traits of surgency is competitiveness. Donald Trump is extremely competitive, with that said he creates an environment of competitive subordinates and/or followers. Agreeableness- in my opinion is one character trait that promotes indecisiveness. A leader must be in a position to consider feedback of his/her colleagues however the final decision should be a collection of substantive facts and evidence supporting the theory of change implementation and risk management. When I observe leaders who tend to agree often, I find it difficult to follow their lead when necessary. This type of flaw opens the door to confusion at times if the leader places great emphasis on the viewpoint of the staff without drawing his/her own conclusions. A leader must take every viewpoint under advisement before making a decision and implementing a strategic action plan.

1. Discussion of the Personality Profile based on Big Five model of personality (surgency, agreeableness, adjustment, conscientiousness, and openness to experience) The Big Five Model: Surgency-is the ability to persuade or influence individuals to understand your point of view, vision, mission, and/or objective and is wi

Interview Analysis and Recommendation Feedback

I have attached four files contain discussions about the learners' interview with a change leader in the organization. The interview conducted was based on the followings: 1. Assessment of the current conditions in the organization such as the change leader's competencies, the perceived need for change, and the readiness for ch

Interview Questions Feedback for Change leader

The following questions were asked in an interview with a change leader in a toy company. 1. How do you balance your career, family life, and personal needs? 2. What was your career plan when you received your MBA? 3. What are your core responsibilities as a Senior project development manager? 4. What is the greatest cha

Critical Thinking: Making a job easier or making it worse

Making a job easier or making it worse Most all workers want and deserve to know how they are doing. However, many managers dread appraising the performance of workers and either put it off or not do it very well. A growing number of companies are offering technology that addresses this problem. Software can now not only m

Palm's System Feedback Loops

Analyze Palm's feedback loops and organizational learning opportunities. I want you to take a look at the feedback loops in Palm, Inc. Identify one Balancing Loop and one Reinforcing Loop. These feedback loops should be critical to Palm's performance and success. Explain each one of these loops - what are the causal fa

System Feedback Loops, SLP: Time Normal

It's still 2006: 1/2/2006, the beginning of Time Warp 3. You have completed your analysis and revised strategy for the next four years and taken a breather. Just like the last time, you enter your predetermined decisions each year and collect the data for future analysis. Time flies and it is certainly deja vu. Now it is now

Part I: What are 3 characteristics of well-written goals? A goal is considered to be an organizational blue print of how the organization plans to move forward and what steps they will have to take in order to achieve those goals. I would equate a well-written goal to that of a comprehensive business plan in which case management, leaders, and/or supervisors would have to prepare an outline of their main objective; estimate a potential time line for achievement; determine as to whether the specified deadline is feasible; evaluate the results of goal implementation; and identify possible outcomes and/or risks associated with goal setting. Management would be obligated to motivate and persuade their subordinates to follow the organizations plans of maximum achievement and increased performance measures. According to Dr. Edwin Locke's (2010) research, goals must be SMART (Specific, Measurable, Attainable, Relevant, and Time-Bound). However, the three characteristics of goal-setting must be narrowed down into three subdivisions within the confines of the SMART assessment, such as: ? Clarity-management must establish a clearly identified objective that informs followers of what should take place in order to obtain adequate results, improve performance, and maintain efficiency. ? Feasible deadline integration-organizations must make sure that they do not overextend themselves by promising to fulfill obligations that are far beyond their capacity of acheivement. In most cases, organizations must ensure that their objectives are foreseeable and well within their reach of fulfillment. ? Realistic outcome forecast-organizations must anticipate changing variables within the goal setting process. For instance, management must take preventative steps to alleviate the element of risks, negative feedback, change resistance, and various obstacles that could hinder an organizations growth and performance.

Part I: What are 3 characteristics of well-written goals? A goal is considered to be an organizational blue print of how the organization plans to move forward and what steps they will have to take in order to achieve those goals. I would equate a well-written goal to that of a comprehensive business plan in which case manag

Assuming that this question is geared towards leadership and their approach to evenly distributing work assignments, I would think the best approach is to identify each tasks level of importance and to determine which member of the group is best qualified to tackle the new responsibilities. As a leader, I try to have a clear objective and a precise plan of action with the following questions in mind such as: ? What is our main objective? ? What's the deadline? ? Whom will I be working with for this project? ? What is our groups strengths? ? What are our weaknesses? ? Who is a team player and who is not? ? Who should be removed from the task and who will be beneficial to the group for the completion of this project? Describe a time when you have participated as a leader and another time when you have been a free rider.. During the collaboration process within the team, I developed an interesting concept that the team as a whole approved of. As a result of always considering the feedback of my peers, I felt compelled to move forward. I made a list of everyone's skills and attributes to the current project and delegated as appropriate. I pride myself as being an active participant in a group setting as often as possible however, at various intervals throughout organizations there is always a possibility that you will not have an opportunity to lead for whatever reason in which case an individual might have to take a back seat and follow someone else's lead. I participated as a free rider only in some cases where team members are not eager and willing to accept feedback or ideas from an individual who lacks seniority in certain areas.

Assuming that this question is geared towards leadership and their approach to evenly distributing work assignments, I would think the best approach is to identify each tasks level of importance and to determine which member of the group is best qualified to tackle the new responsibilities. As a leader, I try to have a clear ob

Feedback Loops

Assume that a Handheld company is going to get into the smartphone business. If Handheld wants to grow their smartphone business, what do you think the feedback loop consists of to cause this growth? (Would this be reinforcing or balancing?) What are the cause and effect factors in the feedback loop that will create growt

Performance Appraisal Method for Training Program

Select a performance appraisal method that would be most effective to the organization's structure, and support your selection. o Provide an overview and vision for a training and development program tailored to support organizational goals and culture. o Create a rough draft for a career path and succession plan.