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Advantages of 360-degree feedback:
Risks of 360-degree feedback:
Abraham Maslow through his hierarchy of needs theory states that an individual will only get motivation if his requirements are met. The requirements of individuals begin at the most primary level and keeps rising higher as the needs at the primary level are met. Hence, in order to improve the performance of an employee, the management should take an initiative to determine the needs and requirements of those employees in a particular manner and take necessary steps to meet it effectively. For instance, once the lowest level requirements of the employees are met, that is the need of water, food and air, then a higher level of need arises for them that is the need to stay safe and secured. Furthermore, it moves up to the need of relationship, respect and confidence (Hopper, 2019). This in turn will increase the productivity and efficiency of both the employees as well as the organization.
McClelland through his theory of needs asserts that there are three determinants of motivation and it is not based on their sex or even age. It has also been determined that either one of such determinants will be highly prevalent in their attitude. In this context, the management should take an initiative to determine the drivers of motivation in the life of every employee, meeting of which will be able to improve their performance to a greater level (Caringal et al., 2018).
Campion, M. C., Campion, E. D., & Campion, M. A. (2015). Improvements in performance management through the use of 360 feedback. Industrial and Organizational Psychology, 8(1), 85. Retrieved from https://www.cambridge.org/core/journals/industrial-and-organizational-psychology/article/improvements-in-performance-management-through-the-use-of-360-feedback/FB5E2B6F0AD078010DFF5DDEDFA56F0C
Zand, H. L., Asadeian, S., &Koshki, N. (2017). ASSESSMENT OF MANAGERS'PERFORMANCE AND ITS RELATIONSHIP WITH JOB STRESS THROUGH 360 DEGREE FEEDBACK METHOD. Kuwait Chapter of the Arabian Journal of Business and Management Review, 6(7), 27. Retrieved from https://www.arabianjbmr.com/pdfs/KD_VOL_6_7/5.pdf
Kanaslan, E. K., &Iyem, C. (2016). Is 360 Degree Feedback Appraisal an Effective Way of Performance Evaluation?. International Journal of Academic Research in Business and Social Sciences, 6(5), 172-182.
Chandhana, K., &Easow, D. T. (2015). Performance Appraisal Method Used in Top 10 IT Companies-360 Degree Feedback & Balanced Score Card: A Review. Bonfring International Journal of Industrial Engineering and Management Science, 5(2), 73.
Andersen, L. B., Boesen, A., & Pedersen, L. H. (2016). Performance in public organizations: Clarifying the conceptual space. Public Administration Review, 76(6), 852-862. Retrieved from https://onlinelibrary.wiley.com/doi/abs/10.1111/puar.12578
Hao, M. J., &Yazdanifard, R. (2015). How effective leadership can facilitate change in organizations through improvement and innovation. Global journal of management and business research. Retrieved from http://journalofbusiness.org/index.php/GJMBR/article/view/1737
Hopper, E. (2019). Maslow’s Hierarchy of Needs Explained. Viitattu, 12, 2019. Retrieved from https://www.thoughtco.com/maslows-hierarchy-of-needs-4582571
Caringal-Go, J. F., &Hechanova, M. R. M. (2018). Motivational needs and intent to stay of social enterprise workers. Journal of Social Entrepreneurship, 9(3), 200-214. Retrieved fromhttps://www.tandfonline.com/doi/abs/10.1080/19420676.2018.1468352
Güss, C. D., Burger, M. L., &Dörner, D. (2017). The role of motivation in complex problem solving. Frontiers in psychology, 8, 851. Retrieved from https://www.frontiersin.org/articles/10.3389/fpsyg.2017.00851/full
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