02882nam 2200601Ia 450 991045496920332120200520144314.01-60491-528-51-60491-739-3(CKB)111035898511902(EBL)3007549(SSID)ssj0000079755(PQKBManifestationID)11110692(PQKBTitleCode)TC0000079755(PQKBWorkID)10097168(PQKB)11733550(MiAaPQ)EBC3007549(CaSebORM)9781604917390(Au-PeEL)EBL3007549(CaPaEBR)ebr10185361(OCoLC)923617990(EXLCZ)9911103589851190219970625d1997 uy 0engur|n|---|||||txtccrShould 360-degree feedback be used only for developmental purposes?[electronic resource] /David W. Bracken ... [et al.] ; with a preface by George P. Hollenbeck1st editionGreensboro, N.C. Center for Creative Leadership19971 online resource (50 p.)CCL ;no. 335Description based upon print version of record.1-882197-31-3 Includes bibliographical references.""Table of Contents""; ""Foreword""; ""Preface""; ""Development Only""; ""When the Purpose of Using Multi-rater Feedback Is Behavior Change""; ""Some Faulty Assumptions That Support Using Multi-rater Feedback for Performance Appraisal""; ""Development Plus""; ""Maximizing the Uses of Multi-rater Feedback""; ""Fitting Multi-rater Feedback into Organizational Strategy""; ""On Choosing Sides: Seeing the Good in Both""Along with the growing use of 360-degree feedback in organizations today, there is much disagreement over how it should be employed: strictly to help the manager develop or also to help those who work with the manager decide such issues as pay and promotion? This publication features the insights of a group of experienced professionals on both sides of the issue. To set the stage, George P. Hollenbeck, a management psychologist and adjunct faculty member at Boston University's Graduate School of Management, discusses the popularity of 360-degree feedback today.360-degree feedback (Rating of employees)EmployeesRating ofElectronic books.360-degree feedback (Rating of employees)EmployeesRating of.658.3/125Bracken David975880Center for Creative Leadership.MiAaPQMiAaPQMiAaPQBOOK9910454969203321Should 360-degree feedback be used only for developmental purposes2222280UNINA