Desire to Influence Others
Honesty and Moral Character
Concern For Others
Concern For Self
Describe the 360-degree feedback evaluation method.
The 360-degree feedback evaluation is an increasingly popular appraisal method that
involves evaluation input from multiple levels within the firm as well as external sources. In this
method, people all around the rated employee may provide ratings, including senior managers,
the employee himself or herself, supervisors, subordinates, peers, team members, and internal or
Unlike traditional approaches, 360-degree feedback focuses on skills needed across
organizational boundaries. Also, by shifting the responsibility for evaluation to more than one
person, many of the common appraisal errors can be reduced or eliminated.
The 360-degree feedback method may provide a more objective measure of a person’s
performance. Including the perspective of multiple sources results in a broader view of the
employee’s performance and may minimize biases that result from limited views of behavior.
Define performance appraisal and identify the uses of performance appraisal.
Performance appraisal (PA) is a formal system of review and evaluation of individual or team
task performance. While evaluation of team performance is critical when teams exist in an
organization, the focus of PA in most firms remains on the individual employee. Regardless of
the emphasis, an effective appraisal system evaluates accomplishments and initiates plans for
development, goals, and objectives.
Human Resource Planning, Recruitment and Selection, Training and Development, Career
Planning and Development, Compensation Programs, Internal Employee Relations, and
Assessment of Employee Potential.
Identify who may be responsible for performance appraisal and the performance period.
Immediate Supervisor (most common choice), Subordinates (managerial effectiveness), Peers
(work closely with the employee being evaluated), Self-Appraisal, and Customer Appraisal.
List the problems that have been associated with performance appraisal.
Lack of Objectivity, Bias, Leniency/Strictness, Central Tendency, Recent Behavior Bias,
Personal Bias (Stereotyping), and Manipulating the evaluation.
occurs when a manager generalizes one positive performance feature or incident to
all aspects of employee performance resulting in a higher rating.
Giving undeserved high ratings is referred to as
Being unduly critical of an employee’s work performance is referred to as