To what extent are performance appraisals or reviews conducted on employees a means to develop the skills and talents of that employee rather than a method of controlling him or her? In large measure the answer to this question depends on the type of appraisal that is conducted as well as the individuals involved. While overall the purpose of appraisals probably leans more towards control than development, the process of 360-degree appraisal, which is gaining popularity in a number of different countries, is one that in most cases promotes development of an employee's potential. This paper examines this form of employee appraisal.
The process of 360-degree feedback involves both an upward and downward evaluation in a process in which all peers in a work team or department have the opportunity to evaluate their co-workers, including their supervisors as well as their subordinates. This evaluation may take a number of different forms but is most typically a questionnaire with ten to fifty question based on issues or values that the company wishes its employee to possess.
At a minimum, all organizations must constantly improve their performance. If not, they will not be able to remain competitive in the long run. This basic premise is found in Total Quality Management with the concept of continuous improvement. "Your ability to change, and lead the change, as a market leader is ongoing. You must constantly work to improve service." Craig, 1998, p. 4) For an organization continuously to improve, it must also take efforts to improve and develop its employees. This is why most companies have established annual performance evaluations.
The absence of performance evaluations may suggest that you made no effort to work with the employee and help him improve his performance.(Thaxton, http://www.cfstaffing.com/resources/employ_writing.html).
The purpose of this feedback is "an implied belief that organizational growth is ultimately l...