Most 360-degree surveys are not free and in fact are very expensive if you want to get a license to use them at your organization
C you will be doing a self-assessment as well as applying the concepts from the module to your own organization. Make sure to thoroughly review the required background materials before starting this assignment, as you need to apply concepts from readings such as Fleenor, et al. (2008) as part of this assignment. The checklist on page 37 of Fleenor, et al. is especially important for this assignment.
This assignment has five sections. For each section, the suggested length is one half to one full page, for a total length of four to five pages not including the title page and references. You should also make sure to cite Fleenor, et al. (2008) and other sources multiple times throughout the paper as well as any additional references that you find:
Most 360-degree surveys are not free and in fact are very expensive if you want to get a license to use them at your organization. However, there are a few free sample 360-degree surveys out there. Do a search on Google or other search engines using terms such as “free 360-degree feedback survey.” Find two or three free surveys and choose one of them that you think would be most applicable to your organization. Explain the reasoning for your choice and try to use criteria from the readings such as the checklists from Fleenor, et al. (2008, p. 37).
Now take the survey that you chose in your answer to Question 2 above. Fill out the survey as a self-evaluation – that is, use the survey to evaluate your own leadership skills and other skills. Report the results of your survey. Do you think the survey was useful? What areas for improvement in your leadership skills did you find from using the survey?
As a next step, fill out the survey again, but this time evaluate your current supervisor or a previous supervisor that you worked with. Report your results. Were the results fair to your supervisor? What are the main areas for improvement for your supervisor based on your results?
Now that you have taken the survey twice, what areas for improvement would you make for it before using it again? Would you change the wording of the questions? Any questions that you would add? Use the concepts from Fleenor, et al. (2008) as well as your own experiences filling out the survey to assess the usefulness of the survey that you took.
Finally, take a look at pages 65-69 of Fleenor, et al. (2008) where they discuss issues, advantages and disadvantages of 360 degree assessment surveys. Which issues do you think would apply to your organization and the leaders you work with? How might you overcome these issues if you were to lead a 360-degree survey process in your organization? Next Start or as Soon as Possible.
ASSIGNMENT EXPECTATIONS
Follow the assignment instructions closely and follow all steps listed in the instructions
Stay focused on the precise assignment questions, don’t go off on tangents or devote a lot of space to summarizing general background materials
List supporting references and cite sources in proper format
Use appropriate writing style in essay form (organization, grammar, and spelling).
Include both a bibliography and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 13-14 on in-text citations.
********The checklist on page 37 of Fleenor, et al. is as follows:
Exhibit 2.8. Standardized Instrument Checklist Date: Instrument:
____The items and scales make sense to our organization (they have face
validity).
____The competencies the instrument assesses are relevant to
the behaviors we want to change in our organization.
____The competencies it assesses are related to our organization’s underlying
management model.
____The data will be meaningful to our managers. It
will be perceived as consistent and accurate.
____The behaviors assessed
are amenable to change.
____The provider has suitable experience and expertise with the instrument, target audience, and subject matter.
Leveraging the Impact of 360-Degree Feedback. Copyright © 2008 by Center
for Creative Leadership. Reproduced by permission of Pfeiffer, an
Imprint of Wiley. www.pfeiffer.com of the results.) Some organizations
fail to conduct these studies; however, this approach is extremely
shortsighted. If the organization expects its employees to be open and
to make changes based on the feedback, it must provide evidence that
these changes are actually the ones that are needed. Demonstrated
reliability and validity are essential for an effective and defensible
360-degree feedback process. It’s counterproductive to give employees
feedback that is based on unstable and inaccurate data. Designing a
reliable and valid survey requires the involvement of an expert in
instrument development. A doctoral degree in psychology, educational
measurement, or a related field is usually required. If the organization
doesn’t have this expertise internally, it may have to hire the
services of a consultant who has the necessary training and experience.
Implementing a 360-Degree Feedback Process 37
Fleenor, John W., et al. Leveraging the Impact of 360-Degree Feedback,
Center for Creative Leadership, 2008. ProQuest Ebook Central,
http://ebookcentral.proquest.
Created from trident on 2020-01-03 16:12:06.
Answer preview Most 360-degree surveys are not free and in fact are very expensive if you want to get a license to use them at your organization
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