3. Describe the type of development activities you think middle managers are most in need of. a. Managers need development activities to help them adjust to new responsibilities and challenges in today’s organizations. Many organizations have downsized, and managers need to be able to perform many duties and functions within an organization. For this reason, managers need to be exposed to different levels of work within their organization to help them understand the vast scope of what their organization does. 4. Evaluate the pros and cons of 360-degree performance appraisals and feedback. Would you like your performance to be appraised in this manner? Why or why not? a. Performance appraisal and feedback are vital components of human resource management systems. Through appraisal and feedback, 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
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- Summer '14