Describe 360-degree feedback, who might be asked to rate in it, and some of its advantages.

Question

What will be an ideal response?

Answer 1

360-degree feedback systems broaden the base of appraisals by including input from self, peers, subordinates, and (in some cases) clients. Moreover, there are several advantages to using these systems compared to a single source of performance information (Campion, Campion, & Campion, 2015). First, 360-degree feedback systems result in improved reliability of performance information because it originates from multiple and not just one source. Second, they consider a broader range of performance information, which is particularly useful in terms of minimizing criterion deficiency (as discussed in the previous chapter). Third, they usually include information not only on task performance, but also contextual performance and counterproductive work behaviors, which are all important given the multidimensional nature of performance. Finally, because there are multiple sources and individuals involved, 360-degree systems have great potential to decrease biases--particularly compared to systems involving a single source of information.