Competitive advantage through employees Essay

Organizations that seek to gain competitive advantage through with(predicate) employees must be able to manage their performance. A 360-degree feedback process is a popular means of managing and improving organisational performance. This method means a person receives feedback from a full circle of other people who pee-pee around him or her, which includes peers, subordinates, supervisor and steady themselves (Atwater & Brett, 2006). The 360-degree approach recognizes that little form can be expected without feedback, and that divers(prenominal) constituencies are a theme of rich and useful information to help managers guide their behavior. In a traditional performance evaluation, such as supervisor-subordinate, the supervisor tends to look at a persons performance from an evaluative viewpoint. In 360-degree reviews, the invention is more from a feedback viewpoint, which can help the organization to increase or gain competitive advantages by providing feedback to leaders and m anagers.For instance, a subordinates perspective akinly will be distinctly different from that of the supervisor. Furthermore, interrogation has shown that 360-degree feedback can enhance communications and performance (Bernardin & Beatty, 1987). Because it gives a sense to employees that their opinions had been actively sought and heard, which ultimately led to a more open and communicatory environment (Carson, 2006). However, misuse of the 360-degree feedback, can lead to hurt feelings, increased anxiety, and even loss of key personnel (Carlson, 2006). Whats more, preparation and implementation of 360-degree feedback is pricey as investing time and money.And the process may generate tautness between the manager and those who provide ratings (Hautaluoma, et al, 1992). Further, it may set up potential drop conflict by highlighting the need to be different things to different people. As a result, negative information becomes more regent(postnominal) and difficult to deny, espec ially when raters agree and easy to distort or comprehend selectively, especially when raters disagree. In conclusion, regarding to the 360-degree feedback, how it can be used to add capital value to organizational effectiveness and development, depends very much on the organizational culture how you implement it and how you can use the results.ReferencesCarson, M 2006, Saying it like isnt The pros and cons of 360-degree feedback, Business horizons, vol. 49, pp. 395-402 Kramar, R, Bartram, T,Cieri, De Cieri, H, Noe, RA, Hollenbeck, JR, Gerhart, B, & Wright, PM, 2014, Human Resource Management in Australia,5th Edition, Mc-Graw Hill, nitrogen Ryde, NSW. Lepsinger, R. & Lucia, A.D. 1997, 360 degree feedback and performance appraisal, Minneapolis. London, M & Beatty, Richard, W 1993, 360-Degree Feedback as a war-ridden Advantage, Human Resource Management, vol. 32, issue 2/3, pp. 353-372, 20p, 6 Diagrams