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This article was the subject of a Wiki Education Foundation-supported course assignment, between 9 September 2020 and 9 December 2020. Further details are available
on the course page. Student editor(s):
JacquelynTiffin,
Sccarthy,
Zaffinoc.
Above undated message substituted from Template:Dashboard.wikiedu.org assignment by PrimeBOT ( talk) 13:06, 16 January 2022 (UTC)
Given the critical comments that appeared in the past, I'm delighted to find the article so well-balanced. I wonder if more details could be provided regarding the specific conditions in which 360 degree feedback works and those when it doesn't. Also, what kind of impact does this type of feedback have on an organization's environment? I see mixed results in its ability to produce changes in performance, but I think discussing how employees feel about it is also warranted. Jesserjames ( talk) 03:24, 10 April 2012 (UTC)
hi
I'm a novince in the field of management. The 360 degree method of appraisal is of interest to me..Id like to know more, as in the evolution and history, success and failure reports etc...If someone has all these details, do contact me at linutaura@epatra.com.
regards lindsie
>>> Perhaps you should channel your energy into mastering the English language.
@Tysto - agree with your comments. However, putting Lindsie down in your parting shot, in that light sarcastic way is unwarrented. Ironically it may explain why such stupid tools like 360's exists as some seem unable to provide considerate, improvement tips directly.
360 Feedback for managers is alive and well as a developmental tool. It is used very infrequently by most progressive organizations as an "evaluation" method. Entering my 30th year as a leadership consultant I can testify to its value in coaching and developing folks whose perceptions of their own behavior is not borne out by survey feedback from their peers or work teams. Questions should be based upon core capabilities / competencies determined critical to a climate of leadership in your organization. Les Wallace, SignatureResources.com
360 degree feedback and 360 degree review are usually different processes. Most legitimate providers of 360 degree feedback only use their tools for feedback and coaching purposes. Once a 360 degree tool is used for a performance review, you tend to get skewed results. Reports and Peers give the leader higher scores because they know their performance bonus is on the line. When it is truly anonymous feedback, that is only used for constructive feedback and coaching, you tend to get more honest results. -- Tkuhne 18:41, 31 July 2006 (UTC) boothco.com
360 degree feedback refers to the process of gathering 360 degree feedback. 360 degree review refers to the use of 360 degree feedback... for review. As a process, they are identical, and their articles should be merged and relationship clarified within that one article to explain that difference. The common advice against the use of 360 degree feedback for review should be highlighted as well. Also, please do not advertise your company on the main page of this article. This is an encyclopedia, not free ad space. richdiesal 18:59, 31 July 2006 (UTC)
As a practitioner in this field for over 20 years and editor/author of The Handbook of MultiSource Feedback, I strongly disagree with the statement that 360 cannot succeed as a tool for decision making. Many organizations have and continue to use 360 for decision making, including not only appraisal but also succession planning, high potential selection/development, staffing, and leadership development. The fact is that 360 data, generated under the right conditions (including things like rater training), provides information that is more valid and fair than that created by traditional sources (i.e., supervisor evaluations). Yes, it can be misused and abused, which is true for any tool/process. And it is difficult to do well and to sustain it. But it is overly dogmatic to dismiss it as useful only for development. In fact, purely "development only" systems are quite rare and are, in my experience, not worth the investment. David W. Bracken, Ph.D. Iopsychguy 22:17, 30 December 2006 (UTC)
This article seems unbalanced. In places it reads like promotional material for 360 degree feedback. Where is the criticism? -- 203.97.202.236 ( talk) 01:47, 20 December 2007 (UTC)
Having read it again, this whole article feels like an advertisement put together by people selling online 360 degree feedback tools.
An example of criticism can be found in the 1999 Watson Wyatt Human Capital Index: http://www.watsonwyatt.com/research/featured/hci.asp - "potentially draining shareholder value by as much as 14.5 to 33.9% for practices such as developmental training for career advancement, 360-degree feedback programs and using HR technology for softer goals such as improved culture and/or communication." -- 203.97.202.236 ( talk) 02:05, 20 December 2007 (UTC)
I've now twice removed an external link in the body to a Google search about online 360-degree services. My first reason is that Wikipedia forbids external links in the body of articles (they can only appear in an External Links section at the end). Secondly, a Google search link is a totally inappropriate thing to link to from Wikipedia because the information returned varies depending on when you search. Besides, most users are entirely capable of doing a Google search themselves. So this link wouldn't even be suitable in External Links. Finally, it's clear that the main reason for such a link is advertising (by someone who considers their product well-ranked in Google) - please note that Wikipedia does not allow advertising (see WP:ADS). Please do not add this again, as it clearly violates several Wikipedia policies and guidelines. I've also removed the superlative phrase "Then came the Internet!" which reads like over-excited advertising copy, not like an encyclopedia. We can discuss these edits here if you wish, but please don't start an edit-war over something so clear-cut. -- 203.97.202.236 ( talk) 02:30, 3 January 2008 (UTC)
How many of those references are actually mentioned or used as source material for the article, and how many are just listed to advertise them? For instance, a reference was just added but the article was not changed. See WP:REF, general references are for listing "books or other sources that support a significant amount of the material in the article", not for providing a general reading list. -- Ryan Paddy ( talk) 04:28, 9 February 2008 (UTC)
Hi, this is Ataur, am a HR Executive in a Group of Company in Bangladesh. I have heard about the 360 degree performance apprisal method. I'd like to know more about this method. If any one has any forms or formates on how dose this works, thn please contact me at rasel_rahmansub@yahoo.com
I'd be glad to hear from any of you
Bye
Ataur —Preceding unsigned comment added by 202.22.199.82 ( talk) 07:16, 7 February 2010 (UTC)
I have reverted again an edit which removed a wikilink to Watson Wyatt as the rationale that the link is not appropriate on grounds that it is a commercial company does not seem to be a valid reason for removing a wikilink. I note another editor was also querying the reason for removing the wikilink and the reason(s) provided in the edit summary so far do not seem to relate to a wikipedia policy I am familiar with. If such a policy exists which satisfactorily supports the approach that such links should not to be made of this type in this article it would be helpful if it could be provided in response to this request in which case I will of course be happy to leave the company unwikilinked. Tmol42 ( talk) 01:56, 15 January 2011 (UTC)
>>>>>>> GB Fan, Tmol,
I can see we continue to reverse each others' changes regarding the Watson Wyatt link on 360-degree feedback . My reason for deleting the Watson link is that it refers to the Wikipedia page for Watson Wyatt (a commercial enterprise), rather than to the study being mentioned. Having gone through a year ago and cleaned up all the references/citations on this page, I found there were a large number of "studies" that linked to commercial information (although the WW link is a Wikipedia link, it still describes a business), and not the study itself. In order to preserve the non-commercial element here, it's important that this not start up again. For example, I recognize many of the others of the articles cited in the references section. They are solid references and strong studies. Many of them belong to commercial enterprises and these enterprises conducted the studies-- similar to Pfau of Watson Wyatt. However, does this mean that each of these should refer back to their companies via a Wikipedia link? If the link is regarding 360-degree feedback, great. However, the link does not describe 360, it describes a company. Additionally, although WW is cited here, the WW study isn't considered to be at the same level of rigor, primarily because it was conducted by a commercial enterprise in order support it's own motives and purposes. Also, the source can only be accessed by subscribing to WW's site (sounds like a commmercial venture to me, doesn't it??). Linking to a WW page could only serve as an inappropriate attempt to promote SEO rankings, as well as promote WW as a business doing 360 feedback. Is this what we're aiming for in this link?
Also, regarding your "citation needed" remarks, the WW study is already cited in the Pfau and Kay reference later in the paragraph.
As for reference formatting, you are correct-- it doesn't make sense to cite the same source multiple times in the same paragraph (the "need citation" marks should be removed). Please note that the reference "author & author (year)" conforms to APA formatting, which is the generally accepted standard for organizational psychology, including Wikipedia articles regarding such.
Thanks for your review. I really do respect the dialogue here. My goal is to provide accurate, unbiased info, without promoting one commercial enterprise over another. Coaches360 ( talk) 03:35, 18 January 2011 (UTC)Coaches360
Hello i would like to make a contribution to this article. Please return any feedback on my talk page. http://en.wikipedia.org/wiki/User:Fernando18/Personal_sandbox -- Fernando18 ( talk) 16:30, 6 May 2013 (UTC)
I feel this list is excessive. Seems like 25-30 entries, approximately equal to the number of references. As per WP:Further reading, the list needs culling. I don't feel confident wading through the list and cherry-picking the most notable mentions so hopefully an editor who knows the topic better. Rayman60 ( talk) 22:26, 31 July 2016 (UTC)
![]() | This article is rated Start-class on Wikipedia's
content assessment scale. It is of interest to the following WikiProjects: | ||||||||||
|
This article was the subject of a Wiki Education Foundation-supported course assignment, between 9 September 2020 and 9 December 2020. Further details are available
on the course page. Student editor(s):
JacquelynTiffin,
Sccarthy,
Zaffinoc.
Above undated message substituted from Template:Dashboard.wikiedu.org assignment by PrimeBOT ( talk) 13:06, 16 January 2022 (UTC)
Given the critical comments that appeared in the past, I'm delighted to find the article so well-balanced. I wonder if more details could be provided regarding the specific conditions in which 360 degree feedback works and those when it doesn't. Also, what kind of impact does this type of feedback have on an organization's environment? I see mixed results in its ability to produce changes in performance, but I think discussing how employees feel about it is also warranted. Jesserjames ( talk) 03:24, 10 April 2012 (UTC)
hi
I'm a novince in the field of management. The 360 degree method of appraisal is of interest to me..Id like to know more, as in the evolution and history, success and failure reports etc...If someone has all these details, do contact me at linutaura@epatra.com.
regards lindsie
>>> Perhaps you should channel your energy into mastering the English language.
@Tysto - agree with your comments. However, putting Lindsie down in your parting shot, in that light sarcastic way is unwarrented. Ironically it may explain why such stupid tools like 360's exists as some seem unable to provide considerate, improvement tips directly.
360 Feedback for managers is alive and well as a developmental tool. It is used very infrequently by most progressive organizations as an "evaluation" method. Entering my 30th year as a leadership consultant I can testify to its value in coaching and developing folks whose perceptions of their own behavior is not borne out by survey feedback from their peers or work teams. Questions should be based upon core capabilities / competencies determined critical to a climate of leadership in your organization. Les Wallace, SignatureResources.com
360 degree feedback and 360 degree review are usually different processes. Most legitimate providers of 360 degree feedback only use their tools for feedback and coaching purposes. Once a 360 degree tool is used for a performance review, you tend to get skewed results. Reports and Peers give the leader higher scores because they know their performance bonus is on the line. When it is truly anonymous feedback, that is only used for constructive feedback and coaching, you tend to get more honest results. -- Tkuhne 18:41, 31 July 2006 (UTC) boothco.com
360 degree feedback refers to the process of gathering 360 degree feedback. 360 degree review refers to the use of 360 degree feedback... for review. As a process, they are identical, and their articles should be merged and relationship clarified within that one article to explain that difference. The common advice against the use of 360 degree feedback for review should be highlighted as well. Also, please do not advertise your company on the main page of this article. This is an encyclopedia, not free ad space. richdiesal 18:59, 31 July 2006 (UTC)
As a practitioner in this field for over 20 years and editor/author of The Handbook of MultiSource Feedback, I strongly disagree with the statement that 360 cannot succeed as a tool for decision making. Many organizations have and continue to use 360 for decision making, including not only appraisal but also succession planning, high potential selection/development, staffing, and leadership development. The fact is that 360 data, generated under the right conditions (including things like rater training), provides information that is more valid and fair than that created by traditional sources (i.e., supervisor evaluations). Yes, it can be misused and abused, which is true for any tool/process. And it is difficult to do well and to sustain it. But it is overly dogmatic to dismiss it as useful only for development. In fact, purely "development only" systems are quite rare and are, in my experience, not worth the investment. David W. Bracken, Ph.D. Iopsychguy 22:17, 30 December 2006 (UTC)
This article seems unbalanced. In places it reads like promotional material for 360 degree feedback. Where is the criticism? -- 203.97.202.236 ( talk) 01:47, 20 December 2007 (UTC)
Having read it again, this whole article feels like an advertisement put together by people selling online 360 degree feedback tools.
An example of criticism can be found in the 1999 Watson Wyatt Human Capital Index: http://www.watsonwyatt.com/research/featured/hci.asp - "potentially draining shareholder value by as much as 14.5 to 33.9% for practices such as developmental training for career advancement, 360-degree feedback programs and using HR technology for softer goals such as improved culture and/or communication." -- 203.97.202.236 ( talk) 02:05, 20 December 2007 (UTC)
I've now twice removed an external link in the body to a Google search about online 360-degree services. My first reason is that Wikipedia forbids external links in the body of articles (they can only appear in an External Links section at the end). Secondly, a Google search link is a totally inappropriate thing to link to from Wikipedia because the information returned varies depending on when you search. Besides, most users are entirely capable of doing a Google search themselves. So this link wouldn't even be suitable in External Links. Finally, it's clear that the main reason for such a link is advertising (by someone who considers their product well-ranked in Google) - please note that Wikipedia does not allow advertising (see WP:ADS). Please do not add this again, as it clearly violates several Wikipedia policies and guidelines. I've also removed the superlative phrase "Then came the Internet!" which reads like over-excited advertising copy, not like an encyclopedia. We can discuss these edits here if you wish, but please don't start an edit-war over something so clear-cut. -- 203.97.202.236 ( talk) 02:30, 3 January 2008 (UTC)
How many of those references are actually mentioned or used as source material for the article, and how many are just listed to advertise them? For instance, a reference was just added but the article was not changed. See WP:REF, general references are for listing "books or other sources that support a significant amount of the material in the article", not for providing a general reading list. -- Ryan Paddy ( talk) 04:28, 9 February 2008 (UTC)
Hi, this is Ataur, am a HR Executive in a Group of Company in Bangladesh. I have heard about the 360 degree performance apprisal method. I'd like to know more about this method. If any one has any forms or formates on how dose this works, thn please contact me at rasel_rahmansub@yahoo.com
I'd be glad to hear from any of you
Bye
Ataur —Preceding unsigned comment added by 202.22.199.82 ( talk) 07:16, 7 February 2010 (UTC)
I have reverted again an edit which removed a wikilink to Watson Wyatt as the rationale that the link is not appropriate on grounds that it is a commercial company does not seem to be a valid reason for removing a wikilink. I note another editor was also querying the reason for removing the wikilink and the reason(s) provided in the edit summary so far do not seem to relate to a wikipedia policy I am familiar with. If such a policy exists which satisfactorily supports the approach that such links should not to be made of this type in this article it would be helpful if it could be provided in response to this request in which case I will of course be happy to leave the company unwikilinked. Tmol42 ( talk) 01:56, 15 January 2011 (UTC)
>>>>>>> GB Fan, Tmol,
I can see we continue to reverse each others' changes regarding the Watson Wyatt link on 360-degree feedback . My reason for deleting the Watson link is that it refers to the Wikipedia page for Watson Wyatt (a commercial enterprise), rather than to the study being mentioned. Having gone through a year ago and cleaned up all the references/citations on this page, I found there were a large number of "studies" that linked to commercial information (although the WW link is a Wikipedia link, it still describes a business), and not the study itself. In order to preserve the non-commercial element here, it's important that this not start up again. For example, I recognize many of the others of the articles cited in the references section. They are solid references and strong studies. Many of them belong to commercial enterprises and these enterprises conducted the studies-- similar to Pfau of Watson Wyatt. However, does this mean that each of these should refer back to their companies via a Wikipedia link? If the link is regarding 360-degree feedback, great. However, the link does not describe 360, it describes a company. Additionally, although WW is cited here, the WW study isn't considered to be at the same level of rigor, primarily because it was conducted by a commercial enterprise in order support it's own motives and purposes. Also, the source can only be accessed by subscribing to WW's site (sounds like a commmercial venture to me, doesn't it??). Linking to a WW page could only serve as an inappropriate attempt to promote SEO rankings, as well as promote WW as a business doing 360 feedback. Is this what we're aiming for in this link?
Also, regarding your "citation needed" remarks, the WW study is already cited in the Pfau and Kay reference later in the paragraph.
As for reference formatting, you are correct-- it doesn't make sense to cite the same source multiple times in the same paragraph (the "need citation" marks should be removed). Please note that the reference "author & author (year)" conforms to APA formatting, which is the generally accepted standard for organizational psychology, including Wikipedia articles regarding such.
Thanks for your review. I really do respect the dialogue here. My goal is to provide accurate, unbiased info, without promoting one commercial enterprise over another. Coaches360 ( talk) 03:35, 18 January 2011 (UTC)Coaches360
Hello i would like to make a contribution to this article. Please return any feedback on my talk page. http://en.wikipedia.org/wiki/User:Fernando18/Personal_sandbox -- Fernando18 ( talk) 16:30, 6 May 2013 (UTC)
I feel this list is excessive. Seems like 25-30 entries, approximately equal to the number of references. As per WP:Further reading, the list needs culling. I don't feel confident wading through the list and cherry-picking the most notable mentions so hopefully an editor who knows the topic better. Rayman60 ( talk) 22:26, 31 July 2016 (UTC)