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Designing an effective 360-degree appraisal feedback process, organizational dynamics.
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Citations
... In this connection, although, once an organization starts collecting the employee performance data, upper management can use the performance appraisal for more than just the feedback (Budworth, and Chummar, 2022;Kopsidas, 2021). Thus, in the present study, the 360-degree leadership performance appraisal results are used only to inform about concerned employee performance. ...
360-Degree Performance Appraisal, Organizational Outcome, Elementary Level This article aims to investigate effect of 360-degree leadership performance appraisals on organizational outcomes at the elementary school level. The research design employed was causal-comparative & cross-sectional survey constituted data collection method. Over multi-staged sampling techniques, a sample of 576 teachers was thus selected from Lahore district. Two self-developed questionnaires, i.e., 360 º Leadership Appraisal Questionnaire (α =.82) and Organizational Outcomes Questionnaire (α =.81), were used as data collection instruments. The study results revealed that 360 º leadership performance appraisal positively affected the organizational outcomes at elementary schools. Both (360º performance appraisal and organizational outcomes) were correlated positively with coefficient (r=.25; p<0.01). The findings highlight importance of multi-dimensional and inclusive approach to performance appraisals, involving feedback from multiple perspectives, for effective leadership development as well as improved organizational performance. Further research is necessary to explore the long-term effects of 360-degree leadership performance appraisals in the diverse educational settings and to address the potential challenges and limitations of the said approach.
