EHR303 - Thunderbox Inc: Implementing 360 Degree Feedback System

This report provides a comprehensive analysis of the relevance and utility of 360-degree feedback systems for Thunderbox Inc, an Australian home maintenance company. It critically reviews existing literature on 360-degree feedback, examining its advantages and disadvantages, and its impact on organizations of varying sizes. The report emphasizes the importance of careful implementation, proper training, and consideration of emotional intelligence when utilizing 360-degree feedback. Recommendations are offered to Thunderbox Inc on how to effectively implement the system, address potential challenges, and align the feedback process with organizational goals and strategies. The conclusion highlights the value of 360-degree evaluation in measuring employee performance and fostering a culture of continuous improvement, stressing the need for clear communication and alignment with organizational objectives.

Performance
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Literature Review.............................................................................................................................1
Recommendations............................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5

INTRODUCTION
Performance management basically involves the process of ensuring that involves various
outputs and activities which are carried out in order to meet the objectives and goals of
organization in an efficient and effective way. The concept of performance management
basically focuses on the organization’s performance, an employee, a process or department
for the purpose to manage various tasks within the organisation. In this report it involves the
development of various skills for the objective to find data, analysing practice and research,
reading research and skills for the purpose to undertake various roles in the human resource
management and various other business practitioners. In addition to that it involves a critical
review of the literature on the Thunder Box Inc’s 360 Degree Feedback systems. Moreover
it involves the recommendations on how to implement the 360 degree feedback and various
ways through which organisation can overcome their current performance management
challenges and recommendations in relation to the suitable sources of the online a good
appraisal process and performance data for the Thunder box Inc. The Thunder box Inc is a
basically a Australia based operated Home Maintenance Solutions Company founded in
2002 and is basically specialised in the emergency plumbing services.
Literature Review
Whether 360 Degree feedback is relevant and useful for the company?
As per the viewpoint of Heathfield, (2021), various organisations strive to guide and
evaluate their employees towards a continuous improvement but there is always a requirement of
the standard performance review system. In today’s scenario, many more companies are now
integrating the techniques known as 360 degree feedback. The companies might do bad job in
using various types of multi ratter feedback process. In context to organisations, the 360-Degree
Feedback is basically a tool or method that helps in providing each employee the right advantage
to receive performance feedback from his manager or superior (Rodríguez-Labajos, Thomson,
and O’Brien, 2018).The 360 degree feedback tool helps each and every employee to have a
better understanding of his or her effectiveness as a staff member. This tool helps in providing a
feedback which is purely based on the behaviour of other employees. The feedback received
from such tool helps in providing insights into the behaviour and skills which are required in the
company for the purpose to achieve and accomplish the vision, mission and goals. The main
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objective of the 360 degree feedback is to assist each employee for better understanding of the
strengths and weaknesses that helps in contributing towards the aspects of their work that is
required for the professional development (Chen, Ngniatedema and Li, 2018). In context to the
tool of 360 degree feedback it involves various advantages as well as disadvantages. The main
advantages of this tool is that it helps in strengthens and developing the accountability and
teamwork and also offers constructive feedback which helps in improving the employee outputs
and also reveals the specific career development areas. On the other hand it has various
disadvantages as it basically results in causing various organizational issues whose
implementation might be hasty or incomplete. Moreover, this tool helps in providing the data
about the company and its training needs and further helps in cross training, planning for classes,
cross functional responsibilities and online learning (Zhang, Liu and Rao, 2018).
According to Zenger and Folkman, (2020), some organisations do not take the tool or
concept of the 360-degree feedback process in a serious manner. In context to companies who
take this process seriously are getting better results and application and implication of this
instrument helps in achievement of goals and objectives of the company. In context to company,
the leaders who took a serious 360 degree feedback process helps in getting better results.
Moreover, this helps in improving the effectiveness of the leadership that involves change in the
behaviour. The better the process is performed it helps in increasing the chances of the changes.
Various organisations have constantly used the 360 degree process over the years. There are
various benefits of the 360 degree feedback as it helps the employees to identify their
opportunities as well as the strengths for further improvement (Pourjavad and Shahin, 2018).
The Tool is a very effective starting point for coaching engagements and leadership
development programs. In some cases, leaders do not appreciate the criticism and predicts that
this framework as a ways for the colleagues to undermine them. The 360 degree feedback
creates a comprehensive and confidential way for the objective to supply significant data and
various other perspectives to leaders. The framework helps in increasing the self awareness and
also clarifying the behaviours. In addition to that it helps in improving the working relationships
and also encourages the personal development. In context to companies, the 360 degree feedback
helps in providing the adequate information and data in order to complete the appraisal of
executives. The companies also get the advantage with the use of 360 degree performance
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management as it helps in fostering high employee morale and employee satisfaction (Ferreras-
Méndez, Fernández-Mesa and Alegre, 2019).
As per the viewpoint of Tai, (2021), the organizations who are large in size relatively have
more complex structure as compare to the small companies. The tool is very useful in various
kinds of organisations as it helps in better communication among managers at various levels and
also helps in ensuring that the people of the organisations are getting better advice and guidance
in order to perform their tasks and jobs in a better way. The tool also further helps in measuring
the large scale based changes that involves restricting and layoffs. The 360 degree feedbacks also
helps the large organisations to engage each person on a personal level and also helps in better
understanding of the employees working at the organisation and also helps the managers to help
each employee to be successful.
The implementation of the 360 degree feedback helps in providing valuable insight for the
planning of employee development courses. In context to small businesses, there is much more
as compared to the large organizations but this framework helps in individualizing the relation
among the employees and managers and also helps in ensuring that managers are giving up
positive feedback to the organisation’s employees. The tool is moreover divided into various
small categories that involves the leadership development, openness and problem solving that
provides managers a easy way to provide possible solutions and recommendations to the
employees (Sahoo, 2019).
The tool furthermore also ensures that all the employees of the organisations are being
coached in a proper way. The tool allows the leaders and managers to address and identify the
early warning signals for the various issues such as decline in the performance and low
productivity. The tool also helps in building up a sense of community across employees and also
helps the small business to work in a efficient and effective manner. The appreciation and
positive feedback which is expressed in the 360 degree ratings helps in boosting the morale, a
better employee experience and higher job satisfaction (Diefenbach, Wald and Gleich, 2018).
The another important benefit of the 360 feedback for the small businesses is that it
provides insights into the personal weaknesses and strengths and also provides necessary data
and information for the purpose to take leadership on issues. The 360 degree performance review
also helps the employees to build a sense of community that also helps the businesses to work in
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a efficient manner. Moreover, the 360 degree reviews provides various benefits such as
actionable and real time information. Various types of businesses gets benefit from the 360
degree feedback and also uses this tool for the purpose to identify the major challenges or issues
prior to becoming problems.
Recommendations
In context to Thunderbox Inc, it is important for the leaders and managers of the
organisation to determine conduct a proper research and take right precautions in order to
determine the success of utilizing the tool of 360 degree performance evaluation system in the
company. With the managers and leaders being committed to the process in order to minimize
the disadvantages of the form of appraisal. The managers of the organisation with the help of HR
need to make sure that the process of evaluating the performance need to be carefully reflect the
goals and aims of the business. In order to get the best results it is important for the managers to
keep necessary time in order to train their employees on the process of 360 degree evaluation.
Moreover, the managers need to consider the probability of burnout arising from the evaluators.
In addition to that training evaluator and investing time in developing reviews are as significant
as giving time to the analysis of the feedback getting from the assessors.
In addition to that it has been also recommended that the leaders and managers of the
Thunderbox Inc should also focus on spending more time in analyzing the nature or meaning in
the exact manner. In context to the 360-degree review, the framework affects the behaviour of
the evaluated employees. The main purpose of this framework is that the employees of the
organisation understand their strengths and plus points who are focusing on improving their
weaknesses. The leaders and managers should need to consider the emotional intelligence while
dealing with the employees of the organisation and their response to the 360 degree feedback.
Moreover this theory helps in addressing the response of the individuals to the emotions created
through feedback. The feedback might result in triggering certain emotions that might result in
situations where people are reacting in a different way. Few person have the skills of emotional
intelligence that help to control the anxiety, fear and anger in relation to the feedback while
compare to other people who do not have the capability to manage these emotions and might
react in a negative manner and might lower the quality of their performance. The managers must
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focus on fostering the positive behaviour that will help in evaluating the feedback which can be
easily addressed and accepted by the employee without resentment from the evaluator.
CONCLUSION
From the above report it can be concluded that the tool of 360 degree evaluation helps the
company and supplies invaluable data and information that helps in measuring the
performance of the organisation’s employees with the help of taking necessary steps and
also working upon addressing the threats and risks before implementation. In addition to that
it is very important for the HR and various levels of management to communicate their
expectations from each employee of the organisation and also focusing on individual
performance which is basically related to the responsibilities and job duties. For better
performance it had been concluded that the organisation Thunderstone need to focus on
sharing the intention of using the 360 degree evaluation and also explaining the implications,
process and outcomes of the performance management system and each and every employee
should well aware of the aim and objective of the entire process. For better implementation
it is important to link the model of 360 degree model with the organizational strategies that
involves career development and succession planning.
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REFERENCES
Books and Journals
Chen, F., Ngniatedema, T. and Li, S., 2018. A cross-country comparison of green initiatives,
green performance and financial performance. Management Decision.
Diefenbach, U., Wald, A. and Gleich, R., 2018. Between cost and benefit: investigating effects of
cost management control systems on cost efficiency and organisational performance. Journal of
Management Control, 29(1), pp.63-89.
Ferreras-Méndez, J.L., Fernández-Mesa, A. and Alegre, J., 2019. Export performance in SMEs:
The importance of external knowledge search strategies and absorptive capacity. Management
International Review, 59(3), pp.413-437.
Pourjavad, E. and Shahin, A., 2018. The application of Mamdani fuzzy inference system in
evaluating green supply chain management performance. International Journal of Fuzzy
Systems, 20(3), pp.901-912.
Rodríguez-Labajos, L., Thomson, C. and O’Brien, G., 2018. Performance measurement for the
strategic management of health-care estates. Journal of Facilities Management.
Sahoo, S., 2019. Lean manufacturing practices and performance: the role of social and technical
factors. International Journal of Quality & Reliability Management.
Zhang, X., Liu, C. and Rao, Z., 2018. Experimental investigation on thermal management
performance of electric vehicle power battery using composite phase change material. Journal of
cleaner production, 201, pp.916-924.
Online
What Makes a 360-Degree Review Successful, (2020). Online Available through <
https://hbr.org/2020/12/what-makes-a-360-degree-review-successful>
Benefits of 360 Degree Feedback in, (2022). Online Available through
< https://matterapp.com/blog/benefits-of-360-degree-feedback>
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