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Social Sciences
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L-Case: 360 Degree Feedback Survey. Social Sciences Essay

Essay Instructions:

Do not include the question in your paper, for this module 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
1. 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).
2. 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?
3. 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?
4. 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.
5. 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.
Require Reading
First, start out by viewing this short introduction to 360-degree feedback:
Sheahan, P. (2013). Test your assumptions. [Books24x7 version]. Available in the Trident Online Library.
Davis, Erroll, Jr., ( © 2005). Using feedback to become a more effective leader. [Video File]. [Books24x7 version]
Lepsinger, Richard & Lucia, Anntoinette D.. ( © 2009). The art and science of 360 degree feedback, second edition. [Books24x7 version]
Now read Chapters 1 and 2 of the following book for a more thorough and detailed overview of the 306-degree feedback process. The checklist on page 37 will be useful for the Case Assignment:
Taylor, S., Chappelow, C., & Fleenor, J. (2008). Leveraging the Impact of 360-Degree Feedback. Hoboken, NJ, USA: Pfeiffer. [EBSCO eBook Collection]

Essay Sample Content Preview:

L-Case: 360 Degree Feedback Survey
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I found two 360 degree feedback surveys; Leadership360 and Survey Monkey. The two surveys had many similarities but I chose the Survey Monkey because it offered an online assessment survey unlike the Leadership360 which offered a pen and paper survey. Moreover Survey Monkey offered an app to with option to use a free subscription or access more tools at a cost. In addition to the fact that the survey was anonymous, it never asked any personal questions to the respondent and with that it boosted the probability of the respondent providing unbiased information without fear of repercussions if found out.
Survey monkey seemed to have a very user friendly webpage with the research questions set up proportionately to the information I was looking to gather. I believe researches should be easily customizable to fit ones requirements according to the organization (Bohl, 1996). I found the page to have all of the resources I was searching and they provided a troubleshooting platform to ensure utility of any user. The online survey is also cost and time effective and relatively cheaper than the others that need to be filled by hand.
Furthermore, unlike the paper print outs, the online survey can be done by more people in the organization which ensures that more views are obtained and the results made will be a better representation of the company’s opinions. According to Fleenor et al. 2008, a single rater would not suffice to provide necessary input to help the managers understand and develop their skills. There is need for a variety of raters to ensure the input considers thoughts and perceptions of people from almost every sector of the organization.
After taking the survey, I was rated on an overall score of 5.2 out of 6.0. The survey consisted of 5 major sections; motivation, accountability, integrity, adaptability and communication. Each recorded a rating of 4.9, 5.2, 5.4, 5.5 and 4.7 respectively. The survey was very useful since it helped me identify my weaknesses and strengths. In addition to understanding gaps in my leadership, the research also gives a general image of leadership effectiveness and style. Moreover, I get to understand the scores for each category of leadership aspects as rated by the subordinates. With the availability of written comments sections, the results also give an orientation to the direction towards which change will be most efficient and helpful. With the results being anonymous, I get to easily identify leadership blind spots without the influence of emotions or prejudice.
From the survey, I realized the areas in my leadership that needed improvement due to their low ratings. First, the communication aspect was rated at 4.7 out of possible 6. This shows that I needed to work on my communication skills, negotiation and listening. The comment section also suggested that I should work on my audibility during group meetings and improve the way I passed information to the employees. Moreover, I realized that I needed to listen more to the employees and create a rapport before communicating in order to allow them to air their concerns freely. In addition, I needed to establish a suggestion platform where the ...
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