360 Degree Feedback In Developing Leadership Skills Management Essay

360 Degree Feedback In Developing Leadership Skills Management Essay There is a great deal of controversy about the relevancy of using 360-degree feedback as a tool to develop leadership skills. Some view 360-degree feedback as a collaborative tool, a tool offering a more balanced circle of feedback based on the assessments of superiors, peers, and subordinates. These views lead me to wonder, how effective can this tool be if it does not factor in leadership styles and the potential for bias based on popularity? Will personality and popularity play a role in the assessment? Though extreme, there is some merit to my position. This realization guided me to my decision that 360-degree feedback is an effective tool to provide self assessment and can also be used to enhance performance measures during annual counseling such as leadership, communication, and mission effectiveness. Background The underlying theory of 360-degree feedback asserts that an assessment received from multiple sources provides unique and meaningful information to the recipient. Rapid growth of its use was fueled by the need to adapt to a changing human resources management environment and by numerous studies that supported the effectiveness of multi-source ratings in post-feedback management development. A significant complaint of the traditional performance appraisal system voiced by services is that feedback is generally one-sided and can lack objectivity. In the 1940s, the Army implemented a tool called the multi-rater system, also known as the multisource assessment process.  [1]  The multi-rater system allows a persons evaluation to encompass reviews from not only a rater, but also a persons subordinates, peers, clients, and organizational hierarchy. This allows a reviewer to get a more complete picture of a person and removes a singular rater from being able to determine the fate of a career. If an officers boss dislikes a subordinate, but he gets top marks from everyone else, it puts the bosss review in context, and would likely generate questions from the senior rater over the rating ability of the boss. In 2006, the Navy tested a prototype model of the 360-degree feedback process in the Surface Warfare Community. Similar to Army results, the Navy prototype showcased a strength of the 360-degree feedback process is its ability to provide varying perspectives of raters. The Navy prototype findings also emphasized that a supervisor cannot observe all the interactions, strengths and opportunities for improvement of his subordinates for evaluation reports, especially if the span of control is broad.  [2]  So why should the supervisor be the only person to provide performance feedback? Discussion A major advantage to the 360-degree feedback process is that it provides an opportunity for people with whom a person comes into frequent contact to offer feedback. This is an important consideration because the rater should be the person that has observed the employee on a frequent basis. It would be unfair and impractical to ask a rater for input when the opportunity to observe an employees skills, talents and abilities have not been provided on a regular basis. Lets look at two examples of 360-degree feedback in action; first lets look at an Army Captain who serves as a signal officer in an infantry battalion. His rater is the Battalion Executive Officer, a combat-arms officer, who does not know much about communication other than how to operate a radio. If the signal officer performs his job well, the XO will likely give him a reasonably favorable review on a traditional Evaluation Review. Now lets use a 360-degree feedback process and involve his higher-echelon counterpart, the Brigade S6 Officer, who is a Major and a signal officer, who gives the Captain an excellent rating based on his technical proficiency. If we involve his section, they can comment on his leadership, management style and his ability to explain complex technical issues in plain English. His peers in the battalion, other captains and the company commanders, all give him high marks for working with them to resolve communication issues. Now the 360-degree feedback proces s is given to his senior rater, the Battalion Commander, who now has a more complete view of this officer and how he has performed based on additional feedback from numerous sources, rather than the traditional counseling from one rater that would have communicated a generic, but reasonably positive review. Another example of how this method is beneficial is to look at an Army infantry platoon leader, a 1st Lieutenant, who routinely sucks up to his company commander, volunteers his platoon for the toughest assignments, scores expert in marksmanship and fitness and has impressed the battalion commander in a field operation. This 1st Lieutenant would normally excel in the traditional counseling process, because his rater and senior rater have the impression that he is above and beyond the standard. Using the 360-degree process, lets say his platoon sergeant reports the 1st Lieutenant delegates much of his work to him and leaves work as early as possible. Some of his squad leaders complain that they always get stuck with volunteer duty while the 1st Lieutenant is off somewhere sleeping. His fellow 1st Lieutenants do not like the guy and view him as a show-off. When this review hits the senior raters desk it will give him a very different view and provide more insight than the traditional c ounseling report would provide. The above example showcases that when feedback comes from many sources, its more difficult for a person to brush aside constructive criticism and rationalize that the boss just has it in for me. If several people suggest that a leader needs to improve verbal communication skills, chances are high that this is indeed a necessary area for improvement. Another advantage of the 360-degree feedback process is that it is designed with a leadership focus in mind. Sometimes its difficult for individuals to understand the impact that their behavior may have on others. However, if they receive direct and frequent feedback on how their behaviors affect others they are more likely to be attentive. Studies show that the 360-degree feedback process is particularly strong when joined with an action plan developed by the person receiving feedback and shared with those providing the feedback. The action plan demonstrates the feedback was heard and the suggestions will be put to use as soon as possible. Studies also strongly suggest that each person receiving feedback, especially for the first time, should have a coach to help assess the comments and help to develop the action plan.  [3]  I recommend the 360-degree feedback process be coupled with competency-based job descriptions; this aids in placing an individual in a position based on the competencies of the position and it ensures the individual is evaluated on those same competencies. Now looking at 360-degree feedback from the perspective of what we learned in seminar about leadership styles. The trait theory assumes people are born with inherited traits and that some traits are particularly associated with great leaders. For instance, there is a scene in the highly-acclaimed and offbeat 1949 World War II film, 12 OClock High, in which Army Air Corps Colonel Keith Davenport, played by Gary Merrill, is the commander who becomes too close to his flyers and eventually cracks under the strain of seeing one of them commit suicide. Colonel Davenport portrayed significant traits to be successful as noted in the trait theory (willing to assume responsibility and alert to social environment). If he was assessed using the 360-degree feedback model, he would have received rave reviews from his supervisor, peers and subordinates based on his leadership style, but if evaluated on technical proficiency he would receive low marks due to the squadrons inability to perform precis ion daylight bombing. Major General Frank Savage replaced Colonel Davenport and pounded discipline and accountability into the squadron, and managed to get them back in the air with a new level of success. If General Savage was given the 360-degree feedback assessment, his rating would have surely required him to make an adjustment in his tough leadership style. This was evident by the number of transfer requests received from the pilots and the short fused IG inspection to assess squadron morale. General Savages tough leadership style ultimately proved to be successful with a significant increase in putting bombs on target as required for mission success. General Savage also projected many of the traits that are considered necessary to be a successful leader such as decisive, dependable, assertive, dominant and persistent. 360-degree feedback is not a substitute for managing poor performance. Instead it is a tool that can be implemented to help employees gain a rich, accurate perspective on how others view their leadership skills, interpersonal style and mission effectiveness. 360-degree feedback should not replace leaderships assessment and evaluation of performance. This is an important point because leaders may be tempted to use 360-degree feedback as a tool to facilitate behavior changes in poor performers. Rather than manage an employees day-to-day performance, leaders may view the multi-rater feedback process as a panacea. Although feedback from a 360-degree process can stimulate self-awareness, it cannot replace direct communication between an employee and his or her superior. An organization should exercise great care in implementing a 360-degree feedback system because unfamiliarity with a person, differences in job and task characteristics, differences in rank, and cognitive differences betwe en an employee and rater can distort assessments. Leaders should also be mindful not to view the 360- degree feedback process as a special event, using it once as part of a training or coaching session. If leaders make this mistake, the goal of ensuring that feedback is incorporated into continuous improvement plans will not be accomplished. Counter Argument To counter my thesis, I must mention that there are potential pitfalls that deal with trust and confidentiality. The key to overcoming pitfalls are to inform everyone of the plan and to stick to it. Additionally, privacy to recipients, and confidentiality to raters regarding the feedback they provide, is an absolute must. As previously described, the tricky part is that we are nearing the line of subordinates possessing the capability to directly influence a leaders career. While 360-degree feedback is not a panacea, impact from any of the above risks would likely be minimal at best with todays motivated, quality all-volunteer force. Nevertheless, it would make sense to establish safeguards wherever possible. Looking at the big picture, the benefits of 360-degree feedback far exceed the pitfalls that can be remedied with careful implementation and changes in organizational culture. Despite the benefits of 360-degree feedback, there are several potential risks which weaken its validity and effectiveness. The most common risk is wrongfully assuming that using feedback from multiple sources will compensate for intentional or unintentional distortion ( i.e. lying). The truth is that feedback collected incorrectly increases rather than decreases the occurrence of error; thus, destroying the credibility of the results. Conclusion I believe that 360-degree feedback should be incorporated into performance measures more specifically leadership, communication and mission effectiveness. The 360-degree feedback program is an excellent performance feedback tool and should be designed for counseling purposes only. There are a couple of ways to regulate the use of this information. The first way is to introduce this technique as a leader developmental tool. Initially, the services could use the train-the-trainer model at the deck plate level, while incorporating it into its school systems. This method will train all leaders and supervisors in the proper use. Given that all leaders have supervisors, I do not envision significant difficulties. I strongly believe our current leader development system can provide leaders for the future force; however, I strongly believe we can improve the system to make leaders more self-aware and thereby more effective. By implementing the 360-degree feedback method into our system, we w ill grow leaders who will win the many literal and figurative wars this nation faces in the future.

Prayers in Schools Essay

My name is Ericka Jaid Laurett heil. I have long brown hair and I have blue eyes and I am 5’6. My interests are drawing, playing Xbox, babysitting, watching family guy, and sleeping. My expectations for myself are to pass high school not failing any classes. I was close to failing my expectation because I failed math. But I took credit recovery and got the credit! I wish to be a pediatrician because I love kids and helping them and making them happy. Activities that I enjoy are volleyball, basketball and I used to play soccer but my knees and ankles are bad. My mom’s name is Janda-lynn laurett heil, my dad’s name is Adam Jack Heil, my older sister’s name is Devon Brooke Heil, and my younger sister’s name is Emily Mable Clara Heil. I am the middle child of the family. My family grew up around Bobbi and Tom pitkanen. I called them auntie and uncle all the time. We used to go camping every year at a little campsite we made on an island down the Dryden highway. I actually thought that we were related but recently I found out they are just a close family friend. Also, my best friend’s grandmother lives beside me and I talk to her about everything! Sometimes I just go there and talk to her, and sometimes she comes by my house and chats for a bit. My best friend’s grandmother knows more about me than my mother. Well I have a very strong relationship with my dad’s mom. My mom’s mom left and turned against my family because of something personal that happened in the past. My grandma heil has always been there for my mom and me and my sisters and my dad and even our family friends! She has great advice and is such a nice woman. A couple years ago she was on the phone with my uncle and she had a brain aneurism and collapsed while she was on the phone. She got shipped to Winnipeg and had surgery†¦ Everyone in my family was so upset. She is probably the only grandparent or person in my mom and dad’s side of the family that was actually there for our family and helped us through rough times. She is my bestfriend. My relationship with my sisters is okay at times. I love my sisters but they both bother me. My little sister gets me so mad you don’t even know. I beat her up all the time and when I say beat†¦ I actually mean beat. : P I can kinda tap her with my shoulder and I’m being dead honest she screams and runs to my mom or dad. Its like she’s scared of me or something. My older sister always waits till I leave the house and she steals all my clothes and says there hers. She’s lucky she has a child, I would never beat her up in front of her baby. She is my only sister that I actually trust and can tell stuff to. I was always there for her when she needed help when we were younger, so I trust her with a lot. They are important to me because they are family. If anyone were to hurt them I would honestly beat the person up. I have done that for my little sister already. I don’t like her friends and they know not to do that kind of stuff to my family. My family has helped me with my volleyball sport choice. They have paid for all my volleyball travels and my shirt’s and all that fun stuff. They were the ones that told me about the viper’s volleyball team in grade 8. I tried out and made both cuts so I was on the team! We travelled to Kenora and to a town outside of Winnipeg. I was with a lot of my friends and it was so much fun. We competed in tournaments again kids nowhere near here. I have been told I am great at playing volleyball and that I should try out for the volleyball team. I wanted to but I never had the good grades and the perfect attendance for that. They helped me to become the person I am today. To be strong and stick up for what I believe. That’s why I’m such a smart mouth. I get it from my daddy. Well before I came into high school my family and a close family friend’s family would go to a campsite thing that we made on an island down the Dryden highway. We would stay there and camp for at least a week. Other then that I don’t really know any other things that my family does together. I don’t socialize with my family and if I do it’s Devon or it’s because I want something. I don’t really ever leave my bedroom unless I have to go to the washroom, I’m hungry, I have to do the dishes, I’m babysitting, or I leave the house. Well in my future family I’m going to continue to go camping every year and I don’t really know what else to do. I kind of keep to myself in my house so I don’t really know what my family does that I could continue in my future family. That is all I have to say about my family and my life really. I love my family and my friends and I don’t know what I would do without them.

Judiciary of Indian Subcontinent Essay

The present legal and judicial system of Bangladesh owes its origin mainly to two hundred years British rule in the Indian Sub-Continent although some elements of it are remnants of Pre-British period tracing back to Hindu and Muslim administration. It passed through various stages and has been gradually developed as a continuous historical process. The process of evolution has been partly indigenous and partly foreign and the legal system of the present day emanates from a mixed system which has structure, legal principles and concepts modeled on both Indo-Mughal and English law. The Indian sub-continent has a known history of over five hundred years with Hindu and Muslim periods which preceeded the British period, and each of these early periods had a distinctive legal system of its own. The Hindu period extends for nearly 1500 years before and after the beginning of the Christian era. The ancient India was divided into several independent states and the king was the Supreme authority of each state. So far as the administration of justice was concerned, the king was considered to be the fountain of justice and was entrusted with the Supreme authority of administration of justice in his kingdom. The Muslim period starts with the invasion of the Muslim rulers in the Indian sub-continent in 1100 A.D. The Hindu Kingdoms began to disintegrate gradually with the invasion of Muslim rulers at the end of eleventh and at the beginning of twelfth century. When the Muslims conquered all the states, they brought with them the theory based o n the Holy Quran, their religious book. According to the Holy Quran, sovereignty lies in the hand of Almighty Allah and the king is His humble servant to carry out His will on the earth. The ruler was Almighty’s chosen agent and trustee. The modernization of ancient Indian legal and judicial system took place in the hand of the Britis h people who came here as being trading company under a series of Royal Charters. East India Company gradually established control and possession over Bombay, Madras and Calcutta which were later on known as Presidency Towns. Ultimately the Company participated in administration of justice in co-operation with the local authorities. The Charter of 1726 issued by King George-I, by way of granting Letters Patent to the Company, was the first gateway to introduce English legal and judicial system in India. Later on, Charter of 1753 was issued by King George-II with a view to remove the defects of the Charter of 1726. To improve the system, the secret committee of House of Commons intervened, and passed the Regulation Act, 1773 under which the King issued a separate Charter of 1774 establishing the Supreme Court of judicature at Calcutta. Subsequently, Supreme Courts were established in Madras in 1801 and in Bombay in 1824. In 1853, the first Law Commission was established in India and an all India legislature was created whose laws were to be binding on all Courts. East India Company was dissolved and the Government of India was taken over by the British Crown in 1858, following the event of mutiny in 1857. The Civil Procedure Code, Criminal Procedure Code, Penal Code, Evidence Act, etc. were enacted and with this common legal fabric, the British Parliament in 1861 enacted Indian High Courts Act which provided for the establishment of High Courts in three Presidency Towns (Calcutta, Bombay & Madras) replacing the Supreme Court. After the establishment of High Courts a regular hierarchy of Civil and Criminal Courts were established by Civil Courts Act, 1887 and Criminal Procedure Code, 1898 respectively. The present system of Civil and Criminal Court, in Indian sub-Continent has their legal basis by virtue of these Civil Courts Act, 1887 and Criminal Procedure Code, 1898 respectively. The British Parliament declared India & Pakistan as independent dominions on 15 August, 1947 by the Indian Independence Act, 1947. This Act also provide that until the new Constitutions were framed for independent India & Pakistan, the Government of these two countries were to run by the Government of India Act, 1935. Judicial structure mostly remained the same as it was before 1947. The Government of India Act.1935 changed the structure of the Government from unitary to that of federal type. Accordingly, in both India and Pakistan Federal Court was retained to function until new constitutions were framed. Pakistan constituent Assembly passed the privy council (Abolition of Jurisdiction) Act, 1950 which abolished the system of appeal to the Privy Council from the Federal Court of Pakistan. The Federal Court appeared as the highest Court in Pakistan till 1956, when the High courts in the provinces and the Supreme Court of Pakistan in the centre were established under the new Constitution. In Pakistan, the constitution of 1956 was abrogated in 1958 and another one was introduced in 1962, but the whole judicial structure remained all the same. After liberation in 1971, Bangladesh adopted its Constitution in 1972, which provides the structure and functioning of the Supreme Court comprising with the High Court Division and the Appellate Division. Needless to say that in Bangladesh the sub-ordinate judiciary both in Civil and Criminal side originated from Civil Court Act, 1887 and Criminal Procedure Code, 1898. Apart from this, in Bangladesh there are some other special laws providing for the basis of some special courts, such as labor court, Juvenile Court, Administrative tribunal etc.

Smoking Term Paper - 3599 Words

Smoking: The Risks of Smoking by Jack Jeffries CCC English Ms. Clarke 6 April 2011 Jeffries 1 Jack Jeffries Ms. Clarke CCC English 6 April 2011 Smoking: The Risks of Smoking According to the World Health Organization, someone dies from the use of tobacco every eight seconds. Tobacco is used in many different products. A few of these products are bidis, chew, cigars, dip, hookah, and cigarettes. In the United States of America, where 12 million dollars a year is spent on tobacco awareness campaigns, 21 percent of people still smoke. Even though millions are spent to educate Americans about the harmful effects of smoking, millions still continue to smoke. A survey by the Center of Disease Control reported that 21 percent,†¦show more content†¦Some will become cancerous and tumor forming. â€Å"These substances† that Johnson is referring to is smoking. Dr. Agarwaal also to explains how smoking effects other parts of the body. If no one smoked, lung cancer would be a rare diagnosis - only 0.5 per cent of people who have never touched a cigarette develop lung cancer. The chemicals and toxicants in tobacco smoke damage DNA, which can lead to cancer. Nearly one-third of all cancer deaths every year are directly linked to smoking. Smoking causes about 85% of lung cancers in the U.S. For ex-smokers, it takes approximately 15 years before the risk of lung cancer drops to the same as that of a non-smoker. He says that along with the lungs, smoking can cause cancers in the head and neck area, urinary bladder and kidneys, female reproductive organs, pancreas, colon, esophagus, and breasts. Let us take a look at cancers in the head and neck area. Researchers have long noted the link between smoking and increased risk of head and neck cancers including cancer of the oral cavity, pharynx, and the larynx. If one smokes, the risk of contracting mouth cancer is four times higher than for a non- Jeffries 4 smoker. 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