Premium Essay

360 Team Evaluation

In: Other Topics

Submitted By kar21
Words 365
Pages 2
5 = Excellent
Please evaluate yourself and the rest of your team based on all group interactions you’ve had so far- inside and outside the classroom.
Use the score chart on the left.

Please evaluate yourself and the rest of your team based on all group interactions you’ve had so far- inside and outside the classroom.
Use the score chart on the left.

4 = Good
3 = Adequate
2 = Poor
1 = Very Poor

1. Evaluate yourself
Please evaluate yourself first and then each individual member in your team based on the criteria stated below. Observe you must also evaluate yourself! Do not share this information with within or anyone outside your team.

Your name: | |

Criteria | Score 5 | 4 | 3 | 2 | 1 | | Comments: | Relevant participation | | | | | | | | Professional & Ethical | | | | | | | | Commitment to team work | | | | | | | | Problem solving | | | | | | | | Overall input in team related work | | | | | | | |
2. Team member ONE
Please evaluate each individual member in your team based on the criteria stated below. Do not share this information with within or anyone outside your team.

Name: | |

Criteria | Score 5 | 4 | 3 | 2 | 1 | | Comments: | Relevant participation | | | | | | | | Professional & Ethical | | | | | | | | Commitment to team work | | | | | | | | Problem solving | | | | | | | | Overall input in team related work | | | | | | | |

3. Team member TWO
Please evaluate each individual member in your team based on the criteria stated below. Do not share this information with within or anyone outside your team.

Name: | |

Criteria | Score 5 | 4 | 3 | 2 | 1 | | Comments: | Relevant participation | | | | | | | | Professional & Ethical | | | | | | | |…...

Similar Documents

Premium Essay

Performance Evaluations

...Performance Evaluations Abstract An engineer at a manufacturing plant received a poor review and reacted even more poorly to the results. He is now to be evaluated again but the current evaluation methods seem inadequate. There are advantages and disadvantages to using any performance evaluation method but a mix of both objective measurements including productivity and timeliness and soft skills provide a better solution to view an employee’s whole performance. The paper reviews some of these methods and makes suggestion at improving the evaluation methods currently used. Performance Evaluations An engineer at a manufacturing plant received a poor review and reacted even more poorly to the results. He is now to be evaluated again but the current evaluation methods seem inadequate. The plant manager has reviewed and learned about the 360-degree evaluation method and wonders if it might be a better solution than the current method. There are other evaluation methods that should be considered and revised before evaluating any employee. A combination of methods will probably work best. The engineer is currently evaluated based on friendliness, neatness of workspace and attitude. The first point of concern is that attitude and friendliness are the same thing or at least very closely related. Another concern is that neatness of workspace is not a quantifiable objective; it cannot be easily measured. The engineer frequently has stacks of paper and a......

Words: 1877 - Pages: 8

Free Essay

360 Apprisal Process

...apprisalMeaning of 360 Degree Appraisal An appraisal made by top management, immediate superior, peers, subordinates, self and customers is called 360 Degree Appraisal. Here, the performance of the employee or manager is evaluated by six parties, including himself. So, he gets a feedback of his performance from everyone around him. This method is very reliable because evaluation is done by many different parties. These parties are in the best position to evaluate the employee or manager because they are continuously interacting and working with him. This method is mostly used to evaluate the performance of the employees. However, it is also used to evaluate other qualities such as talents, behaviour, values, ethical standards, tempers, loyalty, etc. 360 degree appraisal was first developed by General Electric (GE), USA in 1992. Today it is used by all major organisations. In India, it is used by Crompton Greaves, Wipro, Infosys, Reliance Industries, etc. Six Parties In 360 Degree Appraisal The six parties involved in 360 degree appraisal are :- 1. Top Management The top management normally evaluates the middle level managers. However, in a small organisation, they also evaluate the performance of the lower level managers and senior employees. 2. Immediate Superior The immediate superior is in a very good position to evaluate the performance of his subordinates. This is because they have direct and accurate information about the work performance of their......

Words: 2631 - Pages: 11

Premium Essay

Evaluation of International Teams

...Topic: Individuals seldom work in loneliness from other. Teams are a trait of all societal situations and roughly everyone in a society will be member of one or more groups. One might think that the formation of team is simply about choosing to work with some of your friends. However, professional and well-functioning team do not just structure out of blue, it take time to achieve the desired result and contribute to the attainment of organizational goals. In this paper we examine various aspect relating multi-cultural/multi-national teams. We will then focus our efforts on exploring various salient features of multi-national teams. We will critically evaluate the various benefits of multi-cultural teams and the various problems that are encounter by organization practicing international team concept. 2. What is an International team? According to Fink et al international teams are “implemented to constitute to the performance of an organization if the organization with its complex and sometimes rigid structure is not able to achieve this task” (Fink, Neyer, Klling, & Meierewert, 2004). Multi-national/multi-cultural teams are composed of people who belongs to different countries, regions, have different culture, norms, values, tradition, language who unite together in order to achieve a common objectives. Due to the increased popularity of these teams, organizations around the world using the concepts of international teams and as a result a universal culture is shaping......

Words: 3103 - Pages: 13

Premium Essay

360 Degree Feedback and Its Implementation

...A 360 degree feedback and its implementation 1. Introduction 360 degree feedback, also known as multi-source feedback, was defined by Ward (1997) as "the systematic collection and feedback of performance data on an individual or group derived from a number of the stakeholders on their performance". Different authors view, who propose definitions of the 360 degree feedback process. “Feedback from multiple sources or ‘360 degree feedback’ is a performance appraisal approach that relies on the input of an employee’s superiors, colleagues, subordinates, sometimes customers, suppliers and/or spouses” (Yukl and Lepsinger, 1995). The 360 degree evaluation can help one person be rated from different sides, different people which can give the wider prospective of the employee’s competencies (Shrestha, 2007). It is a process in which someone's performance is assessed and feedback is given by a number of people, who may include their manager, subordinates, colleagues and customers. Assessments take the form of rating against various performance dimensions. 360 degree feedback is a tool that gives managers a clear picture of their performance at workplace. Different opinions are gathered from the manager, their staff and their pair being assessed. All views are grouped together to form the clear picture. To accomplish this opinions are express by completion of a questionnaire incorporating different aspects of expected performance factors. Research conducted by Handy, Devine and......

Words: 2017 - Pages: 9

Premium Essay

Self Evaluation

...Self-Evaluation: Employees are sometimes asked to evaluate themselves. It seems logical that individuals would be the best judges of their own performance, particularly if supervisors cannot observe them on a regular basis. If employees are asked to evaluate themselves, they may respond by becoming more motivated and involved in the evaluation process. Self-ratings tend to show more leniency error than supervisor ratings, although halo errors are lower.32 Self-evaluation have become popular as a part of the management by objective process, when the superior and the subordinate jointly evaluate goal attainment. Self-evaluation seems most appropriate when it is used as an employee development tool rather than to make administrative decisions.32 It may also serve as an important input into a supervisory appraisal. An employee’s self-appraisal may provide important of which the superior was not aware. The supervisor can then factor this information into his performance ratings of the employee Peer Evaluation: Peer or co-worker evaluations are more stable over time, are better able to distinguish effort from performance, and focus more on task-relevant abilities. One study has concluded that peer ratings may be the most accurate evaluations of employee performance.32 Peer evaluations can be particularly useful when supervisors do not have the opportunity to observe an individual’s performance, but fellow employees do. Peers sometimes resist evaluating one another. An......

Words: 951 - Pages: 4

Premium Essay

360 Degree Evaluations

...360 degree Reviews Chris Cirella 2013 Strategic Human Resource Management 360 degree Reviews Chris Cirella 2013 Strategic Human Resource Management 2013 2013 360 degree Evaluations, Are they worth the time? Business leaders have a lot of options when it comes to evaluating their staff. Many choose the easiest path and more traditional way where the superior will evaluate subordinates either by metrics, behaviors or a combination of both. There are many variations of the performance evaluation and they are conducting at varying times of the year depending on industry and company. Since the late 90’s, the 360 degree review has started to gain popularity, as a matter of fact In 2002, 360 degree feedback were used by 90% of Fortune 500 Companies (Linman, 2006). Before we can accurately assess if the 360 degree review is effective we must understand what it is and how it works. What is a 360 degree review? 360 degree feedback is an evaluation method that incorporates feedback from the worker, his/her peers, superiors, subordinates and customers (Linman, 2006). This multi rater feedback tool originated in the 1950s and 1960s when organizations saw a need to improve processes and communications. The point of the evaluation is to receive feedback from many sources in an effort to get as accurate information as possible based on the working relationship to the individual (Thompson, 2012). The result should be that the employee receives enough feedback to help......

Words: 2261 - Pages: 10

Free Essay

Team Evaluation

...The letter I chose to analyze was written by Private Richard H. Adams Jr. a prisoner of war born April 21, 1842 in Altwood Marengo County, Alabama. Private Richard H. Adams served as an officer during the Civil War with the 5th Alabama Infantry Regiment, he originally enlisted in the service in May of 1861. Richard H. Adams Jr. served in many different campaigns during his time in the services in addition to a role which included Richard H. Adams as being staff officer for Gen, Wheeler until he was captured in Nashville, Tennessee in September of 1863. Richard H. Adams Jr. was a prisoner of war (between the years 1863 through June 1865) and would later in history be considered one of the immortal 600. The immortal 600 were prisoners of war who were sent to Morris Island in Charleston Harbor which was an area that was in direct line of fire from the Confederate guns of fort Sumter. He eventually survived the war and went back home, where he married Lottie Putman and spent his days as an engineer and postmaster for Radford, Virginia. Richard H. Adams died in Radford, Virginia in October 1896. What remains of Richard H. Adams Jr. is 47 original letters dated from November 1863 to September 1866 all written by Richard H. Adams Jr. Including a manuscript dairy that he kept while serving the 5th Alabama Regiment in Virginia dated April 1862 - May 1862, transcriptions of two other diaries that were kept on which included a prison diary, a script of Wheelers raids which was written......

Words: 749 - Pages: 3

Free Essay

360 Evaluation

...360 Evaluation The 360 evaluation is a method used to evaluate the performance of collaborators, through a network of feedbacks using several sources. Should be involved in the evaluation, all the people which relates to the evaluated person. The range of people giving the feedback goes from the superior, same level colleagues, subordinates, clients, suppliers and even the person should evaluate himself, allowing an overview of the employee’s performance under different angles. Such evaluation is made through a specific questionnaire which aims to describe the behaviors and competences considered essentials by the company in order to achieve its objectives. Objectives: - Establish in a very clear way what is expected from the employee, based on the description and analyses of the job. - Provide the employee with a counseling and follow up system, on which will be available the information about his/her strong and weak points. Reinforcing the good performance and identifying the points in need of improvement. - To elaborate an action plan to apply the necessary changes on the not satisfactory performances. - Establish goals to be achieved based on the company’s objectives. Pre-requisites: - Clear definition of all the competences expected for each of the positions of the company. - Clear definition of the tasks and responsibilities’ of each one of the positions on the company. - A system which allows the evaluation to happen, and assure the secrecy of the......

Words: 335 - Pages: 2

Free Essay

360 Assessment

...locating potential employees with a positive image. The corporate goal includes locating and investing in an influential business leader (Marrs, 2012). The 360˚Reach-Personal Brand Assessment identifies brand attributes, personal brand skills, strengths and weaknesses with projective exercises for recognizing each member’s team role. This exercise highlights detailed information about the effectiveness for each group member and what valuable skills he or she provides for the team (Reach Communication Consulting, Inc., 2009). Brand Attributes Attributes identify personal values for each group member and how his or her strengths influence the team (Reach Communication Consulting, Inc., 2009). This survey recognizes the daily motivation for each team member. The attributes from each team member provide a balance within the team, which overcomes any challenge or conflict. One strategy helping the team cohesion includes embracing the unique skills each member provides for the group (Reach Communication Consulting, Inc., 2009). Personal Brand Skills Personal branding focuses on marketing you as a high-valued employee. A personal brand identifies personal strengths and weakness for members of the group, team, or organization. Personal brands recognize the unique, relevant, and creative skills useful for the group, team, or organization. Personal brands usually consist of three phases, which include the extract phase, the express phase, and the exude phase......

Words: 818 - Pages: 4

Free Essay

Team Self-Evaluation Spectrum

...Group 4 - Team self-evaluation Spectrum I/ Context: In a perfect world, teams work perfectly together, difficulties are easily overcome, meetings run well and members feel confident. In the real world, teams gather individuals who express different opinions, expectations and goals. As a result teams’ first challenge is to find a cohesion between all these individuals. To create this cohesion, it was necessary to know who we were working with. So we decided to evaluate the members with the theory of Belbin. In this self-evaluation, we will explain how we managed to create this cohesion, see how we successfully managed our task repartition and what were our success and difficulties. II/ The profiles according to Belbin It is crucial to know and understand the people we are working with. As a result, we established the Belbin profiles and this is what we got: Melissa Philippon is the shaper. She is task-focused individual and do not hesitate to face challenges. Camille Seugnet and Marie Besson are the completer finishers. Their perfectionism was essential to ensure the excellent finish and quality of the project. Gaelle LeCoent is the plant. She brought creative ideas and solutions to a problem. Roman Di Geronimo is the monitor evaluator. He is strategic and discerning all options. The monitor evaluator has an analytical way of thinking. He is in charge of solving current and upcoming problems. * III/ Tasks repartitions: Spectrum......

Words: 753 - Pages: 4

Premium Essay

Ldr/531 360 Research Assessment

...The 360 Reach Personal Brand Assessment The 360 Reach Personal Brand Assessment tool is one of the many tools available to organizations, entrepreneurs, and individuals to identify each individuals’ strengths and weaknesses (Reach Communications Consulting, 2009). The data collected in the 360 brand assessment can be compared to survey results of peers and other associates which reveal the individuals characteristics and traits. Yet, this tool goes one step beyond and shows how others see the person and how they interpret what type of individual they are. This allows the individual to hone in on those areas of opportunities and to enhance on the strengths they already have. This is also true to those taking the 360 assessment for their won individual perspective of how others may see them. The individuals can develop better skills of communication, diversity, or just learn how to become a better leader or team player by taking the results and focusing on the given opportunities from the feedback received. The 360 Reach Assessment tool “was developed by psychologists and brand experts, it gives focused portrait of your professional reputation-one that is invaluable for ongoing professional and personal development”. (SAY IT! Communications, 2015). Individual communication assessment tools are useful for an individual who may have experienced professional roadblocks in his or her career path, the source of which the individual is not able to identify. This type of......

Words: 627 - Pages: 3

Premium Essay

Performance Evaluation

...observation will eventually be rated either medium or low. This is because he is distant with other co-workers and hence considered less friendly. Also, his desk is mostly stacked with different office stationary thus proving to be less neat. Moreover, he would be rated low on his attitude as well, as he doesn’t give utter consideration to how he should behave with his peers. There are several commonly-used sets of criteria used while evaluating employees. Addressing three of them, we have: • Productivity of the employee: it relates to how much input the employee gives in the form of time and effort to bring about positive results for the welfare of the company. • Teamwork: it relates to how the employee works in teams and his level of compatibility with other team members in working toward one goal of the organization. • Employee loyalty: it relates to how committed the employee is to the success of the company and whether he plans to remain with the company and keep working with utmost dedication. All three sets of criteria are very important while evaluating an employee. However, comparing the relative value of the three, the most important one is the loyalty of the employee because if the employee is not dedicated towards the company, then his productivity will decrease and he would not show interest in teamwork. There are various techniques which are used for evaluating the performance of employees: 1. Essay appraisal method Here, the evaluator puts in......

Words: 1417 - Pages: 6

Premium Essay

360 Degree Performance Appraisal

... TABLE OF CONTENTS 1. INTRODUCTION 1 1.1. Performance Management System 1 1.2. Performance Appraisal System 1 1.3. 360 Degree Performance Appraisal System 3 2. THE OBJECTIVES OF 360 DEGREE PERFORMANCE APPRAISAL 3 3. PROS AND CONS OF USING 360 DEGREE PERFORMANCE APPRAISAL SYSTEM 4 3.1. Pros 4 3.2. Cons 5 4. 360 DEGREE PERFORMANCE APPRAISAL SYSTEM: BEST PRACTICES 5 4.1. Performance Appraisal Techniques used in Procter & Gamble Company 5 4.2. Performance Appraisal Techniques used in General Mills 6 5. REFERENCES 7 INTRODUCTION 1 Performance Management System Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. In today’s tough economy, businesses in all sectors are looking to increase productivity and reduce expenditure to improve their bottom line results. It is difficult to know whether your chosen path has taken you where you intended to be or will take you where you want to go, unless you review, make corrections, and stay focused. Having the knowledge and skills to implement performance management effectively is crucial to achieving good results. If performance...

Words: 2453 - Pages: 10

Premium Essay

360 Degree Feedback

...Traditionally companies have used supervisor evaluations to judge whether or not an employee is an integral asset to the team or should be let go. Sometimes the evaluations are very one sided or can be influenced by the evaluators current emotions. To counter this some human resource managers have started looking at other evaluation methods to better identify employees who need a little guidance or to identify those who perform their job well so that they can be emulated by others. One process that is becoming more predominate is 360 degree feedback. What is it? 360 degree feedback is an alternative evaluation method to the traditional supervisor evaluation. It enables all people who come into contact with the employee to provide constructive criticism from their experience with the employee. It allows managers and the employee to see what they can do to improve their skills, what additional training they may need, and how the employee is perceived from other sides than just the employee's supervisor. In the end, it allows a full spectrum evaluation which human resource managers are forever seeking to better improve their training programs and hiring processes. Evaluation Evaluations have been considered one of the main instruments that human resource managers use for identifying training and development needs for the individual employee(Wilson ). This is one of the main jobs of a human resource manager and the better the evaluation tool the better the......

Words: 606 - Pages: 3

Premium Essay

360 Degree

...360 Degree Feedback 360 Degree Feedback is a systematic process in which employees obtain highly confidential, an anonymous feedback from the people who work around them. This includes the employee’s manager, peers, and reports. A combination of eight to twelve people fills up an anonymous online feedback form that holds queries with a wide range of workplace competencies. These forms include queries which are measured on a rating scale and ask to provide comments. The person who receives feedback also fills out a self-rating survey which includes the same survey queries that others receive in their forms. Leaders and Managers use 360 feedback surveys to obtain a better understanding of their strengths and weaknesses. The 360 feedback system automatically provides the results in a tabulated format which helps the feedback recipient to create a development plan. Individual responses are always combined with responses from other peoples in the same rating category. 360 Feedback is a development tool for people who are not in a management role. A non-manager is not measuring 360 feedbacks since there does not have direct reports, but the same principles are followed. These feedbacks are helpful for non-managers to be more effective in their roles and also help them to understand what areas they should improve on if they want to move into a management role. Companies use the 360 Degree Feedback in two ways. Development Tool: 360 Feedback is used a development tool to help......

Words: 646 - Pages: 3