360 Degree Evaluation, Research Paper Example

Introduction

Social media technologies evaluation procedures are currently used in order connect various stakeholders of the organization in internal and outside the organization (Trainor 2012, pp. 317). Furthermore, social media technologies promote communication systems and policies among various stakeholders of the global firms including suppliers, customers as well as workers and other management communication and evaluation procedures in the organization.

According to several research-based studies and reports, many global firms are currently involving in employee performance appraisal systems using various feedback mechanism systems such as the 360 degree feedback methodology (Agnihotri, Kothandaraman, Kashyap, & Singh 2012, pp. 336). This are performance appraisal systems are mostly provided in order to increase the organization effectiveness, teamwork, employee development as well as other customer service delivery systems. The use of multi-input approaches in assessment of the performance of the organization mostly provides accurate, reliable as the credible information that can be implemented in order to promote the achievement of the organization goals and objectives (Agnihotri, Kothandaraman, Kashyap, & Singh 2012, pp. 333).

Therefore, the main purpose and aim of this research paper is to provide and outline the use of social media technologies in the evaluation of performance in various organizations globally.  The paper will also involve the use of multi-user assessment framework procedures and practices such as the 360 degree feedback mechanism and methodology.

360 –Degree Evaluation

The 360 degree evaluation is a multi-rater feedback mechanism that is mostly used by global organizations to assess the performance of the organization (Liviu, Emil, Irina, & Delia 2009, pp. 300).  In most cases, The 360 degree evaluation practices involves feedback from various stakeholders in the firm including customers, suppliers as well as employees among many other stakeholders in the organization. Furthermore, the outcomes and results from the 360 degree evaluation systems are mostly shared by with the firm shareholders and workers especially by the firm managers (Liviu, Emil, Irina, & Delia 2009, pp. 301). The interpretation of the results, the organization trends, and themes are then discussed as part of the feedback evaluation and analysis. In addition, the main aim of the application of 360 degree evaluation mechanism in the assessment of the firm performance is to provide the firm stakeholders with the information about their performance especially from multiple perspectives (Liviu, Emil, Irina, & Delia 2009, pp. 302). From the analysis of their performance and activities, the stakeholders of the firm are able to set effective personal goals in line with the organization goals and objectives. It is also clear from a number of research-based studies and reports that the 360 degree evaluation mechanism mostly focus on the stakeholders and mainly aims at promoting the performance levels of all the stakeholders in the organizations (Liviu, Emil, Irina, & Delia 2009, pp. 303). In that sense, the 360 degree evaluation methodology can be used for both career and personal development of the firm stakeholders in order to benefit the organization (London, & Beatty 1993, pp. 353).

There are various conditions that should be considered in the organization in order to use the 360 degree evaluation method. For example, organization cultures and climate should foster individual stakeholder’s growth.  Criticism is also seen as ways of achieving improvement towards the organization performance (Liviu, Emil, Irina, & Delia 2009, pp. 304).The management should also promote proper and effective framing of the feedback.  All the stakeholders should also be assured that their feedback will be kept confidential. The development of the feedback techniques should also be based on organization goals, objectives, and values.  In addition, the feedback tools employed should also include the areas for comments and all the stakeholders in the firm should also be briefed about the main purpose of the procedures. It is also important that the management train and coach the firm stakeholders on the best methods to give their feedback and comments (Liviu, Emil, Irina, & Delia 2009, pp. 306).

There are various conditions that can result from the failure of the 360 degree evaluation method including where feedback given is tied to some benefits like pay increase and promotions.  The feedback mechanism may also fail it is not linked to the main organization values.  Using too many surveys and poor implementation of the 360 degree evaluation policy can also result in the low motivation of the firm stakeholders.

The use of Social Media Technologies in Performance Evaluation

According to various research-based reports and publications, it is true that social media technologies are currently used in providing various connection and communication procedures in various organizations.  In most cases, social media technologies usually promote connections between various organization stakeholders including the firm customers, employees as well as suppliers among many other stakeholders in the firm. The major social media technologies that are used in evaluating organization performance include the use of various social media sites including Face book, MySpace, twitter, micro blogging sites and other website based platforms.  However, in order to achieve proper and effective evaluation of the stakeholder’s feedback and comments especially through the use of 360 degree evaluation mechanism the organization should provide good conditions and environment to motivate the customers to give their feedback (Eisenberg, Johnson, & Pieterson 2015, pp. 145).

The use of social media technologies also include the use of blogs, wikis as well as social tagging platforms and are mostly designed in order to promote the evaluation of the organization operations and activities by various stakeholders of the firm (Rai, & Singh 2013, pp. 57).   There are various advantages and benefits that organization usually achieves in the process of using new social media technologies. This is because social media technologies provide unique, editable and also promote knowledge sharing in the organization thus can effectively improve the organization overall performance (Rai, & Singh 2013, pp. 58).  Through socialization effects of social media technologies the organization are able to evaluate areas of their operations that they can improved in order to increase their performance levels based on the feedback from various stakeholders of the firm (Eisenberg, Johnson, & Pieterson 2015, pp. 148).   The use of social media technologies also allows the firm managers effectively to monitor the activities of various stakeholders in the firm.  This mostly promotes accountability of all workers and stakeholders in the organization. The use of social media technologies in the global organization also allows the managers to store information related to workers and retrieve them when necessary for the promotion of the organization goals (Trainor 2012, pp. 318).

According to a number of researched based studies it is also clear that the use of social media technologies in the organization can effective promote information sharing, socialization, and other communication procedures in the firm (Eisenberg, Johnson, & Pieterson 2015, pp. 147).  This is usually achieved since social media provide 360 degree feedback and evaluation of various stakeholders of the firm (Rai, & Singh 2013, pp. 57). However, according to 360 degree evaluation process social media use in the organization promote the confidential of the stakeholder’s comments. The firm management should also ensure that the feedback that are provided by the firm employees, suppliers as well as customers through social media are used to promote the achievement of the organization goals and values (Rai, & Singh 2013, pp. 56).

Furthermore, the feedback provided by various stakeholders in the firm include negative feedbacks should be used by the organization in order to improve and promote the performance of their goals and objectives (Trainor 2012, pp. 318).

The use of social media systems  help to promote the organizational goals especially through the application of 360 degree feedback mechanism should also include rating scales that firm stakeholders can use be use to provide  their comments and opinions about the organization performance.

Conclusion

In conclusion, it is clear from this paper that the use of 360 degree feedback mechanism mostly used by firm managers in order to promote the evaluation of the firm performance and to strengthen the organization operations.  The use of social media technologies usually helps in promoting the organization performance especially through promoting knowledge sharing and other communication processes in the firm. Some of the major social media technologies used in many global firms include Face book, twitter as well as blogs and website based platforms.  Therefore, the use of social media technologies can effectively improve the evaluation of the organization performance especially when based on the 360 degree feedback mechanism.  This is because social media sites help in empowering employees, internal and external communications in the firm and also help in engaging employees.  This also promotes the decision-making process in the firm by the management.

References

Agnihotri, R, Kothandaraman, P, Kashyap, R, & Singh, R 2012, ‘Bringing “Social” into Sales: The Impact of Salespeople’s Social Media Use on Service Behaviors and Value Creation’, Journal of Personal Selling & Sales Management, 32, 3, pp. 333-348

Eisenberg, E, Johnson, Z, & Pieterson, W 2015, ‘Leveraging Social Networks for Strategic Success’, Journal Of Business Communication, 52, 1, pp. 143-154,

Liviu, I, Emil, C, Irina, S, & Delia, B 2009, ‘The Use of 360-Degree Feedback Method’, Annals of the University Of Oradea, Economic Science Series, 18, 4, pp. 300-306,

London, M, & Beatty, R 1993, ‘360-Degree Feedback as a Competitive Advantage’, Human Resource Management, 32, 2/3, pp. 353-372,

Rai, H, & Singh, M 2013, ‘A study of mediating variables of the relationship between 360° feedback and employee performance’, Human Resource Development International, 16, 1, pp. 56-73,

Trainor, KJ 2012, ‘Relating Social Media Technologies to Performance: A Capabilities-Based Perspective’, Journal of Personal Selling & Sales Management, 32, 3, pp. 317-331,