I'm having a troubles trying to discuss the relation betwwen 360 Degree Feedback and Human Resource Management?
And why people think it is so negative?
Thank you in advance for your much needed help.
Please cite any references if used!
This is an interesting question. I have personally been involved in 360 degree feedback in an organization where all members of staff were considered equal, and subject to the same level of scrutiny as each other, whether they were managers, peers or subordinates. Whilst all employees agreed in principle that the process was equitable and conducive to improve performance across the board, there was nonetheless a certain amount of trepidation when it came to their turn. This is because negative feedback and concerns regarding our own inadequacies or having disappointed our peers, boss, or our clients, may have a detrimental effect on our demeanor and hence impact negatively on our performance. On the other hand, it is hoped that this kind of feedback will trigger self-reflection that will result in a renewed commitment to self-improvement.
I have provided a response that addresses all parts of your question. Please use it as a guide to develop your own understanding of the topic.
Wishing you well with your studies
What is 360 degree feedback?
As the name suggests, the 360 degree ...
The expert discusses 360 degrees of feedback and human resource management.