Sunday Nov 8 at 12:34pm
360 assessment tools utilize multi-rater evaluations to assess an employee’s performance from a variety of perspectives within the organization. Drawbacks of 360 assessment tools include that they are time consuming and can be costly, they can be influenced subjectively by social, political, or interpersonal issues in workplace, and it may be hard to maintain confidentiality in small organizations or teams. Benefits of 360 assessment tools are that they provide more objectivity as a multi-rater system, can be considered more credible by both examiners and examinees, and they provide strength of information that can be used for personnel development (Aggarwal, 2013).
The Leadership Practices Inventory (LPI) was created by James M. Kouzes and Barry Z. Posner in the 1980s and identifies five measurable and learnable constructs arranged into 30 leadership behaviors that are evaluated in a 360 format utilizing reports from the individual, manager, direct report, peer, and other evaluators. The aggregate score from each of the outside evaluators is presented with a differential between others and self to show the discrepancy between how the individual views themself and how they are viewed by others. The competency constructs measured with this tool are the ability to model, inspire, challenge, engage, and encourage.
As a tool, this is a competency evaluation that has specific benefits and drawbacks. It was developed utilizing both quantitative and qualitative analyses, which included interviews and case studies with practicing managers and leaders, which ensures that the measures are presented with both validity and applicability (Posner & Kouzes, 1993). As a measure, there is no statistically significant difference with regards to culture, but there does seem to be a gender bias, which may represent a drawback of note for the use of this tool. Additionally, comparisons of environments that utilize 360 feedback to those that do not indicate that there is more ostracism and lower self-esteem in the organizations that use 360 feedback(Peng & Zeng, 2016).
References:
Aggarwal, A. (2013). Techniques of performance appraisal-A review.
International Journal of Engineering and Advanced Technology,
2(3).
Posner, B. Z., & Kouzes, J. M. (1993). Psychometric properties of the leadership practices inventory-updated.
Educational and Psychological Measurement,
53(1), 191-199.
Peng, A. C., & Zeng, W. (2016). Workplace ostracism and deviant and helping behaviors: The moderating role of 360 degree feedback.
Journal of Organizational Behavior,
38(6), 833-855.
5:36pm Nov 11 at 5:36pm
Multi-Rater (360 Degree) Assessment Tools
A360-degree leadership assessmentprovides feedback for leaders whose skills, effectiveness, and influence are evaluated. This evaluation allows theleaders to receive feedback and collect information from peers, direct reports, and supervisors. This assessment will define corporate competencies and identify the critical factors that link job requirements with business objectives (Arnod-Thomas, 2004).
The Emotional Quotient 360 (EQ 360) is an emotional intelligence assessment that allows leaders to receive feedback from others on leveraging their emotional intelligence. Self-management, relationship-management & communication are measurable competencies. The purpose is to guide the individual employee and groups toward desired outcomes, provide reinforcement, and supply corrective feedback for making any necessary adjustments (Arnod-Thomas, 2004).
The 360º feedback report gives participants a fair and well-rounded impression of how others view their work.The 360 feedback can be collected through structured interviews or an online, quantitative method. This comprehensive 360-degree leadership assessment tool is designed for people at all levels within the organization. It provides both quantitative and qualitative items to incorporate behavioral style behaviors and practices with leadership competencies. There are 88 behaviorally written items linked to 13 competencies that conclude with open-ended items that provide qualitative feedback (Arnod-Thomas, 2004).
The tool measures self-awareness, social-awareness, and governance approach. Emotional intelligence fuels high-performing teams. Emotional intelligence 360 competencies are self-development, self-control, strategic problem solving, and building strategic relationships (Arnod-Thomas, 2004).
Advantages:
A360evaluation can improve daily collaboration, communication, and efficiency by providing tangible development goals. Relevant content is known to be reliable and valid (PR Newswire, 2019).
Disadvantages:
When an employee is selected and trained to meet departmental duties, there may be a problem if the individual being assessed selects their answers well but trains poorly, or vice-versa (Haworth, 1998). Time and cost are a disadvantage, and competencies may not be in line with the organizational strategy. Developmental uses of multi-rater tools work best when raters have a neutral or negative bias (Scott, 2010).
Carol
References
Arnod-Thomas, M. (2004). Understanding Emotional Intelligence Can Help Alter Problem Behavior.Physician Executive,30(5), 36–39.
Haworth, S. (1998). The dark side of multi-rater assessments.HR Magazine,43(6), 106.
Scott, J. C. & Reynolds, D. H. (Eds.). (2010).
Handbook of workplace assessment. San Francisco, CA: Jossey-Bass
PR Newswire. (2019, July 17). Grapevine Evaluations Celebrates 15 Years of 360 Degree HR Software Solutions.PR Newswire US.