360‐degree feedback as a competitive advantage | Zendy

London Manuel | Zendy; Beatty Richard W. | Zendy

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360‐degree feedback as a competitive advantage

Author(s) -

London Manuel,

Beatty Richard W.

Publication year - 1993

Publication title -

human resource management

Language(s) - English

Resource type - Journals

SCImago Journal Rank - 1.888

H-Index - 94

eISSN - 1099-050X

pISSN - 0090-4848

DOI - 10.1002/hrm.3930320211

Subject(s) - degree (music) , relevance (law) , competitive advantage , performance appraisal , computer science , management , business , marketing , political science , economics , law , physics , acoustics

This article examines the status of 360‐degree feedback in organizations. How to optimally use feedback from multiple constituencies as a competitive advantage is discussed. Differences between traditional performance appraisal and 360‐degree feedback are elucidated. Elements of designing and implementing an effective 360‐degree feedback program are explored: content, employee involvement, item type, format, relevance, implementation, using results for evaluation and/or development, including managers' self‐assessment, and the form and content of the feedback. A research agenda on 360‐degree programs is charted. © 1993 by John Wiley & Sons, Inc.

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