Organizational Psychology – Week 5 Ace my homework – Write my paper – Online assignment help tutors – Discussion. For this discussion, address the following questions:
What is Multisource/360 Feedback? How does it differ if used for “development only” vs. “administrative” purposes?
Should 360-degree feedback be integrated into performance management processes? When they are, what are they important design components?
Referring to Bracken and Rotolo (2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers) and the ALAMO model of performance they use, what are ways to improve rater performance using Alignment, Ability, Motivation, and Opportunity (one method for each)?
Bracken, D. W., & Rotolo, C. T. (2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers). Can we improve rater performance? In A. H. Church, D. W. Bracken, J. W. Fleenor, & D. S. Rose (Eds.), Handbook of strategic 360 feedback (pp. 255-289). Oxford University Press. Bracken, D. W., & Rotolo, C. T. (2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers). Can we improve rater performance? In A. H. Church, D. W. Bracken, J. W. Fleenor, & D. S. Rose (Eds.), Handbook of strategic 360 feedback (pp. 255-289). Oxford University Press. – Alternative Formats
Be sure to support your ideas with references from the literature AND THE TEXTBOOK (using page numbers).
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Multisource or 360-degree feedback involves collecting performance ratings not just from an employee’s supervisor, but also from the employee’s subordinates, colleagues, and customers. When used for development purposes, the goal is to provide the employee with constructive feedback to help them improve their skills and performance. When used for administrative purposes like promotion decisions, the feedback takes on higher stakes.
Research suggests 360-degree feedback can be effectively integrated into performance management processes when certain design components are in place. Raters should receive training on the purpose and process of 360-degree feedback to ensure ratings are accurate, constructive, and focused on behavior rather than personality (Church & Bracken, 1997, p. 149). The feedback process should also include an opportunity for the employee to discuss the results with their manager and develop a development plan (Smither et al., 2005, p. 345).
To improve rater alignment using the ALAMO model, raters could be trained on the core competencies and behaviors tied to job performance. This helps ensure raters understand what is actually being rated (Bracken & Rotolo, 2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers, p. 263).
To improve rater ability, raters without direct experience observing the ratee could be excluded from the process. Direct reports and those the ratee interacts with regularly are likely better able to to to accurately assess performance (Bracken & Rotolo, 2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers, p. 270).
To improve rater motivation, raters could be reassured that the purpose is development, not evaluation. They should also understand the importance of providing honest, constructive feedback to help the ratee improve (Bracken & Rotolo, 2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers, p. 276).
To improve rater opportunity, the rating process could be made as simple, quick and user-friendly as possible. This reduces barriers to rater participation (Bracken & Rotolo, 2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers, p. 282).
In summary, 360-degree feedback shows promise as a performance management tool when certain design features are in place to support rater performance. I need help writing my essay – research paper let me know if you need any clarification or have additional questions!
References:
Bracken, D. W., & Rotolo, C. T. (2019: 2024 – Online Assignment Homework Writing Help Service By Expert Research Writers). Can we improve rater performance? In A. H. Church, D. W. Bracken, J. W. Fleenor, & D. S. Rose (Eds.), Handbook of strategic 360 feedback (pp. 255-289). Oxford University Press.
Church, A. H., & Bracken, D. W. (1997). Advancing the state of the art of 360-degree feedback. Group & Organization Management, 22(2), 149-161.
Smither, J. W., London, M., Flautt, R., Vargas, Y., & Kucine, I. (2005). Can working with an executive coach improve multisource feedback ratings over time? A quasi-experimental field study. Personnel Psychology, 56(1), 23-44.
