360 degree feedback has gained popularity as a performance management and career development tool in the organizations. It is a useful development tool for employees who are in a management role, and also useful to help people be more effective in their current roles, and also to help them understand what areas they should focus for development. The study is conducted about the employee’s role in leadership development through 360 degree feedback. The 360 degree feedback is not like a typical performance appraisal approach. It provides the feedback from all aspects from supervisors, seniors, peers, subordinates, suppliers, customers for an individual, the same individual will also rate himself and then match the performance from others rating. This study tests the compound correlation between employee leadership development and the application of 360-degree feedback in an organization. The contribution of this research is done through a sample of 40 employees chosen by different experienced group occupying various positions in IT organizations. The results shown that there were 20 common feedbacks in 360 degree feedback of organizations in Bhubaneswar. The data indicated that most of the feedbacks were very important. The study has been conducted on a group of employees to improve leadership development of 360 degree feedback. The results of the this analysis demonstrate that the implementation of 360-degree feedback in an organization not only gives rise to employee’s leadership development, but also helps in sustaining organizational development.
Cite this article:
Uttam Kumar Das, Jayakrushna Panda. The Impact of 360 Degree Feedback on Employee Role in Leadership Development. Asian J. Management; 2017; 8(4):962-966. doi: 10.5958/2321-5763.2017.00149.4
Uttam Kumar Das, Jayakrushna Panda. The Impact of 360 Degree Feedback on Employee Role in Leadership Development. Asian J. Management; 2017; 8(4):962-966. doi: 10.5958/2321-5763.2017.00149.4 Available on: https://ajmjournal.com/AbstractView.aspx?PID=2017-8-4-5