Explain the role of the 360 feedback in the management of performance
Answer:
360 feedback, also known as 360 degree feedback or multi-rater feedback, is a method to give information to a person, generally in management on his or her management style and/or performance by more than one group of people.
uses
It's usually used just for "development" purposes, but can also be a part of performance appraisal. If it's used for selection, performance appraisal and the like, it may be subject to the usual laws and regulations regarding tests and other selection instruments.
Who should receive this kind of feedback
Sometimes it is used for the person with "obvious" problems, though this is usually a mistake. As most behavior of people is influenced by others, it is often best for teams of management to be given feedback, rather than just one or two individuals. If the whole team goes through this process, it's a good idea for the manager of the team to get this feedback as well. Not only does he or she heavily influence what's going on, it provides a good example for team members to follow.
its chances for success
Good planning pays off. All participants, whether it is the person receiving the feedback, the describers and any other who might receive the 360 report should agree on the groundrules going forward as far as anonymity, use of, distribution of reports, follow-up, etc. Agreeing on these groundrules may take some time, but is well worth it.
The 360 instrument should be well constructed, following our usual recommendations on this subject, including avoiding "agree-disagree" scales.
kind of data?
Sometimes 360 data is only collected in numerical form, where describers use a 1-5 scale to rate various behaviors. Though this is necessary, it's insufficient to get needed details. These data should be supplemented with open-ended questions asked on the 360 survey, and interviews by the consultant as well. Without these data sources, it may be hard to give specific examples of problem behaviors to the person being described.
2. Enlist the different steps that are involved in the selection employee for an organization.
Answer:
The Employee selection Process takes place in following order-
- Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.
- Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.
- Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.
- Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.
- Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.
- Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
Explain the process consultation technique of organization development
answer:
Process consulting for change management and organizational effectiveness
Process consulting is a powerful tool which is used to enhance group effectiveness, shorten meeting times, and address conflict. It helps teams to work together more effectively, and its effects can last long after the consultant has departed.
The benefits of process consulting are usually:
- Shorter meetings.
- More productive meetings.
- Better decisions.
- Increased feelings of participation or potency.
- Greater satisfaction with the team or meetings.
Process consulting is carefully intervening in a group or team to help it to accomplish its goals. The consultant does not try to help the team as an expert; instead, the consultant helps the team to help itself.
These skills used in process work are quite different from those used in "expertise-based" consulting, because the consultant must:
- concentrate on the way the team works, rather than what it is working on.
- stay silent even when issues s/he knows or cares about are discussed.
- ask questions instead of offering expert advice.
- help the team solve its own problems.
- not make value judgements or deal with content issues.
- understand group dynamics, conflict resolution, and manager/leader development.
Process consulting also requires a client who is aware of their problems, and who is willing to listen and change some habits if needed. In some ways, process consulting is as difficult for the client as it is for the consultant, because they must put aside any natural defensiveness and temporarily yield their authority in some ways. However, the rewards far outweigh the efforts and risks.
Overall, process consulting is an invaluable but underused service which requires an experienced consultant.
4. Discuss some of the important steps that management takes the performance of the employee.
Answer:
Performance Management
1. Planning
Set goals and measures
Establish and communicate
elements and standards
2. Monitoring
Measure performance
Provide feedback
Conduct progress review
3. Developing
Address poor
performance
Improve good
Performance
4. Rating
Summarize performance
Assign the rating of
record
5. Rewarding
Recognize and reward
good performance
Five What do you know about groupthink and what its effect is of descion making quality.
Answer:
Componen
A phenomenon developed in groups and marked by the consensus of opinion without critical reasoning or evaluation of consequences or alternatives. Groupthink evolves around a common desire to not upset the balance of a group of people by creating conflict, with creativity and individuality considered potentially harmful traits that should be avoided.
effect
Groupthink occurs when the pressure to conform within a group interferes with that group's analysis of a problem and causes poor group decision making. Individual creativity, uniqueness, and independent thinking are lost in the pursuit of group cohesiveness, as are the advantages that can sometimes be obtained by making a decision as a group—bringing different sources of ideas, knowledge, and experience together to solve a problem. Psychologist Irving Janis defines groupthink as: "a mode of thinking people engage in when they are deeply involved in a cohesive in-group, when the members' striving for unanimity override their motivation to realistically appraise alternative courses of action. Groupthink refers to a deterioration of mental efficiency, reality testing, and moral judgment that results from in-group pressures." It can also refer to the tendency of groups to agree with powerful, intimidating bosses.
6. Explain advantage and disadvantage of telecommunication.
- Faster access to information.
- Cost for user training is low.
- Multiple usages at a time.
- No dependence in language.
- High data security.
- Eliminates data redundancy.
- Consistency in data.
Disadvantages There are only minor problems. They are:
- Slightly expensive.
- Requires trained technical employee for operation.
- Damage in database deletes all data forever.
- Data conversion is very costly and difficult.
- Organization has to spend more amounts for training a staff to operate
7. Define appreciative inquiry and the steps involved in appreciative inquiry.
answer:
Appreciative Inquiry
Most OD approaches are problem-centered. They identify a problem or set of problems,
then look for a solution. Appreciative inquiry seeks to identify the unique qualities and
special strengths of an organization.
The AI process essentially consists of four steps
Discovery. The idea is to find out what people think are the strengths of the organization.
For instance, employees are asked to recount times they felt the organization worked best
or when they specifically felt most satisfied with their jobs.
Dreaming. The information from the discovery phase is used to speculate on possible
futures for the organization. For instance, people are asked to envision the organization in
five years and to describe what is different
Design. Based on the dream articulation, participants focus on finding a common vision
of how the organization will look and agree on its unique qualities.
Destiny. In this final step, participants discuss how the organization is going to fulfill its
dream. This typically includes the writing of action plans and development of
implementation strategies.
Dear post it to the Group.
360 is degree, feedback means, here the all tiers should give the feedback, like as in pic made for your understanding.
Now rest of Qs may be handled by other friends please. For this you can join this group from link in the bottom of this mail.
On 21 February 2011 20:56, zoha khan <luckyday.khan@gmail.com> wrote:
koi hay jo is k answer day day mujay ...jaldi help ki zaroorat hay ...Explain the role of the 360 feedback in the management of performance
.
2. Enlist the different steps that are involved in the selection employee for an organization.
3. Explain the process consultation technique of organization development
.
4. Discuss some of the important steps that management takes the performance of the employee.
5. What do you know about groupthink and what its effect is of descion making quality.
6. Explain advantage and disadvantage of telecommunication.
7. Define appreciative inquiry and the steps involved in appreciative inquiry.
plz as early as possible
--Zoha KhanMBA Semester 4th
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