Propose Two Approaches A Company Can Use To Leverage

Propose Two 2 Approaches That A Company Can Use To Leverage A 360 De

Propose two (2) approaches that a company can use to leverage a 360-degree performance appraisal system to evaluate individual performance. (Total Quality Management) and (Management by Objectives) Support your answer with examples. Select the two (2) methods that you believe are the most effective for measuring employee performance, and provide justification and support for your selection. Determine two (2) advantages to providing timely performance feedback to employees. Introduce two (2) examples of possible repercussions of not providing employees with performance feedback in a timely manner.

Paper For Above instruction

The utilization of a 360-degree performance appraisal system offers a comprehensive approach to evaluating employee performance by collecting feedback from multiple sources, including supervisors, peers, subordinates, and even clients. This multi-faceted feedback mechanism helps organizations obtain a well-rounded view of an employee's strengths and areas for improvement. Leveraging this system effectively involves specific strategies, notably through methodologies like Total Quality Management (TQM) and Management by Objectives (MBO). Understanding how these approaches can be applied enhances the efficiency of employee evaluations and, consequently, organizational success.

One approach to leveraging a 360-degree feedback system is integrating Total Quality Management (TQM) principles. TQM emphasizes continuous improvement, customer focus, and employee involvement across all levels. When applied to performance appraisal, TQM encourages organizations to view employee performance as an integral part of the overall quality improvement process. For example, a manufacturing firm implementing TQM might use 360-degree feedback to assess employees involved in quality control processes. This feedback can highlight specific areas where employees contribute to or hinder quality initiatives, promoting a culture of ongoing enhancement. Such an approach fosters employee engagement, as staff recognize that their contributions directly influence organizational excellence, and encourages them to take ownership of their growth.

The second approach involves employing Management by Objectives (MBO) in conjunction with a 360-degree system. MBO is a goal-oriented management method in which managers and employees collaboratively set measurable objectives. Regular feedback sessions, informed by 360-degree evaluations, help in tracking progress towards these goals. For instance, a sales team may set individual sales targets, with peers and supervisors providing feedback on behaviors and strategies used to achieve these objectives. This alignment ensures that performance assessments are directly linked to organizational goals, increasing clarity and motivation. Utilizing 360-degree feedback within MBO frameworks enhances accountability and provides a holistic understanding of an employee’s performance concerning their specific objectives.

Among the various methods, MBO combined with 360-degree feedback is arguably more effective for measuring employee performance. This combination emphasizes goal alignment, accountability, and continuous improvement. It provides measurable benchmarks, making it easier to evaluate performance objectively and identify development needs. For example, in a customer service organization, employees’ ability to meet specific customer satisfaction targets can be evaluated through feedback from customers, peers, and supervisors, ensuring a comprehensive assessment. The justification for prioritizing MBO with 360-degree feedback lies in its structured framework that directly links individual performance to organizational objectives, fostering motivation and clarity.

Timely performance feedback presents several advantages for organizations and employees. Firstly, it facilitates immediate correction and reinforcement of desired behaviors. When employees receive prompt feedback, they can address issues or replicate successful strategies without delay, leading to improved performance and productivity. For example, quick acknowledgment of excellent customer service can boost employee morale and repeat positive behaviors. Secondly, timely feedback enhances employee development by providing clear insights into performance gaps and strengths, thereby enabling targeted training and growth opportunities. Regular feedback sessions foster open communication, build trust, and support continuous professional development.

Conversely, failing to provide timely performance feedback can lead to detrimental repercussions. A primary consequence is decreased employee engagement and motivation. When employees are unaware of their performance status, they may become disillusioned and disengaged from their work, reducing overall productivity. For example, an employee who is underperforming but is not informed promptly might continue ineffective practices, adversely affecting team performance. Additionally, delayed feedback can hinder performance improvement, as employees miss the opportunity to correct errors or capitalize on strengths in a timely manner. This can result in sustained poor performance, increased error rates, and a potential decline in organizational effectiveness.

In conclusion, leveraging a 360-degree performance appraisal system through approaches like Total Quality Management and Management by Objectives can significantly enhance the accuracy and comprehensiveness of employee evaluations. Among these, MBO combined with 360 feedback stands out as particularly effective due to its goal alignment and accountability mechanisms. Moreover, providing timely feedback is vital for fostering employee development, motivation, and organizational efficiency, while neglecting it can have serious negative repercussions, including decreased morale and sustained poor performance.

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