The acceptability of 360 degree appraisals: A customer-supplier relationship perspective

Waldman, David A.; Bowen, David

doi:10.1002/(sici)1099-050x(199822)37:2<117::aid-hrm3>3.0.co;2-z

Cited by 39 publications

(25 citation statements)

References 18 publications

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“…De hecho, este concepto está directamente relacionado con la aceptación del sistema y el grado en el cual la organización puede usar las políticas y prácticas de recursos humanos para alinear los objetivos tanto individuales como organizativos (Waldman & Bowen, 1998). …”

Section: El Ajuste Horizontal En La Formulación De La Estrategia De Runclassified

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

García-Carbonell

Alcázar

Gardey

2013

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ResumenObjeto: Partiendo de los resultados inconsistentes que la literatura ha mostrado acerca de la relación entre el rendimiento organizativo y la dirección de recursos humanos, este estudio discute la asociación entre ambas variables desde una perspectiva de proceso. Para ello, el artículo propone un modelo teórico que diferencia entre el doble ajuste (vertical y horizontal) definido y el realmente alcanzado en la implantación, considerando las percepciones de los trabajadores sobre el sistema de gestión como un factor determinante para explicar el éxito de las prácticas. Diseño/metodología: La investigación presenta una revisión teórica de varios campos de la literatura en materia de dirección de recursos humanos (perspectiva del doble ajuste y la fortaleza del sistema de gestión). Aportaciones y resultados:El artículo concluye con la propuesta de un modelo teórico alternativo que explica la relación entre la función de recursos humanos y en desempeño organizativo, introduciendo las percepciones de los empleados acerca del sistema de gestión como variable mediadora.Implicaciones prácticas: Las conclusiones apuntan a la importancia de la comunicación organizativa en los procesos de RRHH, el papel del responsable de -991-

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Section: El Ajuste Horizontal En La Formulación De La Estrategia De Runclassified

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

García-Carbonell

Alcázar

Gardey

2013

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“…When done in the right way for the right purpose, MSF systems have been shown to enhance teamworking (Dominick et al, 1997;Garavan et al, 1997;Druskatt & Wolff, 1999), productivity (Edwards & Ewen, 1996), communication and trust (Waldman & Bowen, 1998). MSF systems are now deeply ensconced in industry: 90%…”

Section: Value Of Multi-source Feedbackmentioning

confidence: 99%

A literature review of multi-source feedback systems within and without health services, leading to 10 tips for their successful design

et al. 2006

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Multi-source feedback (MSF) has become the accepted mechanism of ensuring the appropriate professional behaviour of doctors. It is part of the mandatory assessment of doctors in training and is to be utilized as part of the revalidation of trained doctors. There is significant variation in the models of MSF currently used within the National Health Service and new models of MSF are being designed by various specialties. No single model has been recognized as the 'gold standard'. However, there is a large published literature concerning MSF, both in the context of health systems and, more extensively, within industry. This published literature is reviewed, drawing attention to aspects of MSF systems in which there is consensus on effective approaches as well as other aspects in which there is doubt about the optimum approach. In the light of the review 10 principles key in the development of effective MSF models have been produced.

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“…Although MSF has been used in residency programmes and for physicians in practice (Risucci et al 1989;Waldman & Bowen 1998;Davies & Archer 2005), there have been no major studies on the use of MSF in the assessment of undergraduate medical students. Schell and Lind (2003) reported on an internet-based tool for multiple faculty evaluating third-year medical student performance, suggesting that MSF is a more inclusive form of evaluation.…”

Section: Practice Pointsmentioning

confidence: 61%

“…The technique has been shown to solicit valuable feedback from those best qualified to assess certain behaviours (Edwards & Ewen 1996), enhance communication and trust (Waldman & Bowen 1998), address complaints of assessor-bias (Lockyer & Clyman 2008) and improve self-evaluation skills (Fleenor et al 2008). As MSF collects the opinions of numerous observers, it provides a means to understand how the subject is contributing and functioning in a team-based environment, a perspective which is difficult, if not impossible to gather from a traditional one-on-one assessment of an individual (Foy & Schlisselberg 2002).…”

Section: Introductionmentioning

confidence: 99%

Team-based assessment of medical students in a clinical clerkship is feasible and acceptable

Sharma¹,

Cui²,

Leighton³

et al. 2012

Medical Teacher

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The acceptability of 360 degree appraisals: A customer-supplier relationship perspective

Cited by 39 publications

References 18 publications

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

A theoretical model about the double strategic fit of the HRM strategy: Employees’ perceptions as connector between formulated and implemented HR practices

A literature review of multi-source feedback systems within and without health services, leading to 10 tips for their successful design

Team-based assessment of medical students in a clinical clerkship is feasible and acceptable

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