Performance Evaluation of 360 Degree Feedback and Its Relationship with Employee's Satisfaction (Case study: Telecommunications of Damghan city)

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1 Applied mathematics in Engineering, Management and Technology 2 (4) 2014: Performance Evaluation of 360 Degree Feedback and Its Relationship with Employee's Satisfaction (Case study: Telecommunications of Damghan city) Mahmoud Bani Department of accounting,damghan Branch, Islamic Azad University,Damghan, Iran. (corresponding author) Bani984m@gmail.com Sedigheh Eghbalieh Department of accounting,damghan Branch, Islamic Azad University,Damghan, Iran Hosein Asadi Department of accounting,damghan Branch, Islamic Azad University,Damghan, Iran Abstract: This study is part of research results related to the implementation of 360 degree feedback and its relationship with employee's satisfaction of Telecommunications of Damghan city in 92 years. According to the study, a sample of 40 telecommunications employees was determined and selected as research population and was selected with randomly sampling method and the questionnaire was prepared after collecting the results of the study indicate that the result is to implement 360 degree feedback method to improve organizational performance and improved detection capabilities of employees and improve communication, directors, supervisors and employees leads and factors affecting it are studied. Keywords: Performance evaluation, 360 degree feedback, Employee's satisfaction 1.Introduction In today's world of diversity and complexity has caused problems in the organization and environment and managers rely solely on the information-based planning and implementation exact static done their duties and to help achieve the organization's goals. In the competitive world organizations can only survive in this turbulent world the best use of its resources. Organizations need to best attract and engage people and to maximize the ability of employees to choose a method for evaluating its performance. The purpose of the assessment, advice and guidance to organization's staff to increase the effectiveness and efficiency of group participation and 360 degree feedback (360 DEGREE FEEDBACK) is a good way to develop the quality of leadership and management development. This process is a complete cycle summary of feedback from all individuals (supervisors, subordinates and colleagues) about various aspects of leadership and management style and performance is provided. Some organizations are part of the organization and systematic feedback to do. Feedback to help people to accommodate their perception about the environment, the perception of consumers to compare evaluation. The evaluators may include colleagues, subordinates, managers, and even customers, suppliers and members of trade unions. Multi-source feedback 360 degree feedback programs and processes developed methods for performance evaluation, organizational studies and customer's feedback (part of total quality management) are extracted. 360 degree feedback systems due to the popularity of teams and organizational structures are flatter and also in response to the problems of traditional performance management systems have been developed. (Ron Kaspyvn, 2000). Different definitions of this process are presented. Overall, 360 degree feedback or multisource feedback, performance evaluation is an approach relies on data collected from supervisors, colleagues, subordinates, customers and suppliers. (McCarthy, 2001) 2.Theoretical Research 541

2 Evaluation is to assess and judge the behavior, action, or by any means, check the value of the offers. Assessment processes, particularly in the management and conduct of specific goals must be done to ensure that more dynamic and ultimately higher value added for the organization. 360 degree feedback is a good method of leadership development is a process full cycle feedbacks summary of all individuals (supervisors, subordinates, colleagues) about the styles of leadership and management and operation of different things to offer. Lepsingr Vlosia (1997) suggests that people gather 360 degree feedback perceptions associated with the behavior of an individual. Thus, 360 degree feedback sought to bring attention to their behavior in the workplace and how to draw on members of the organization is affected. Evaluation of 360 degree feedback input of a single top-down dimension approach to multiple top-down dimension approach subordinates, colleagues and customers) will be generalized and can be a (Assessment Without Borders)considered 1. It seems the concept of 360 degree feedback. The boundaryless organization theory approach is appropriate. Terms are commonly used for 360 degree feedback (evaluation stakeholders) (multi-criteria feedback) (full cycle assessments) (evaluation of multi-source) (Peer Assessment - below) evaluation 360 degree feedback group performance in many of these resources are shared by multi-source feedback. Top-down evaluation, staff evaluation, ranking colleagues, current performance evaluation based on enforcement purposes degree feedback process steps degree feedback system consists of various stages: 1 - Determine the purpose of 360 degree feedback: the purpose of 360 degree feedback process is that the information obtained will be used for career development and performance appraisal. The aim should be identified early in the process with all relevant stakeholders are involved in the process. 2 - Selecting Data: Assessment tools include questionnaires that are filled by different evaluators, however, some organizations also use interview. The number of these organizations is low. 3 - Decide on the items in this area, it is recommended that instead of the general characteristics of the actual behavior of individual attention. Many experts have suggested that the assessment items should be based on specific content. So that it can reduce the estimation error. Behaviors are evaluated, should be the vision and values of the organization. 4 - Decide receiving feedback: Feedback recipients are determined at this stage. In the management literature, there is the idea that people should have volunteered to participate in the feedback program. Forced participation can be threatening to jeopardize the effectiveness of the system. 360 degree feedback, because of its rich feedback that is provided by subordinates, is a useful tool in leadership development programs. 5 - Developing assessment and evaluation of all subjects: relationships with all stakeholders involved in the design phase of 360 degree feedback and performance appraisal is required and training is part of this process. Negative feedback is essential to foster acceptance of those assessments. Evaluators should assess the various errors that may occur (eg, halo errors or anybody) to find information. 6 - Receiving feedback, evaluators choose: Evaluating Visitors, including the boss, self subordinates and customers are internal or external. 7 - Distribution of questionnaires: Questionnaires are two forms. A method of paper and pencil format of the evaluations of the individual behaviors they use to evaluate suppliers. A more efficient method of sending diskettes to each of the evaluators and they are to complete the questionnaire electronically generated. 8 - Analysis of feedback information: This step is carried out by external consultants. At this stage, the feedback information can be collected and reports prepared. 9 Given Feedback when reports and the final report were completed, feedback is provided to recipient's feedback Follow up the implementation process: receiving feedback should be capable of creating and using data feed development and training. It is essential to receiving feedback, eliminate weakness, have practical applications Repeat the process in an organization is a 360 degree feedback process more effective, the process may, after receiving the initial reports, feedback, and repeat. Of course this is a completely new process in many 542

3 organizations, and the aim of adopting a 360 degree feedback in organizations primarily involved creating opportunities for employees. Models in the development of assessment tools mentioned 360 -degree feedback processes that can be used in design. (Novak, 1993). 3.2.The benefits of employee performance evaluation Employee performance evaluation is the most important advantages are: Identify and promote good practices and prohibited employees from adverse actions. Responding to the needs of the employees' right to be informed of the views of employers about their performance" Enhance the ability to identify individuals who have or are entitled to higher wages and fringe benefits. Educational needs assessment for promotion or compensation of employees who need training deficiencies. Opportunity to review the business and organizational positions 4.Problem Statement So far, several methods for evaluating the organization has been the goal of this research is to create open channels to get to feedback possible to expedite the approach customer to improve service and enhance its culture. Benefit of 360 degree feedback needs development are identified focus to reflect treated at par with others and provide merit and promotion from within the organization to identify talented staff to improve customer service, according to their views, the direction of training programs manager's supervision rise, and the profit increase of managers' development organized - staff enabling identify the skills and competencies of the organization. Several studies to date carried out in relation to assessment methods, but do not emphasize any particular method. It must first be determined goals and expectations of the evaluation function to select the appropriate method. We evaluated a group called the 360-degree evaluation of the merit list is prepared in this way and all the people who are directly and indirectly related, such as bosses, colleagues and clients will be asked to evaluate him based on merit. In this study we have tried to evaluate the performance of the one-dimensional communication, evaluation of top-down change has been made so far in several ways for organizations and the third party evaluator or manager is responsible for self-assessment and the employees were sharp. The performance of subordinates, managers and supervisors to assess the multiple dimensions, in this method, multi-source feedback or 360 degree assessment used and the evaluation results are provided to the original one because of the development of bottom-up feedback. 5.Research objectives and hypotheses The purpose of this research is to implement 360 degree feedback method for improving organizational performance and employee's satisfaction 1 - Provide a hotbed for growth and prosperity partners to improve organizational performance 2 - With regard to the 360-degree evaluation using a rating scale based on a series of personal characteristics or specific performance of individual managers and supervisors are evaluated this makes it closer to reality perception and behavior to reflect the focus is more on interacting with others. According to the theoretical background of the research, research hypotheses are formulated as follows: 1) Implementation of 360 degree feedback method leads to improved management decisions. 2) Implement 360 degree feedback leads to improved detection capabilities of employees. 3) Implement 360 degree feedback to improve communication directors, supervisors and staff development activities will result in the team. 6.Main research question 543

4 Does the implementation of 360 degree feedback method leads to improved organizational performance? 7.Sub-questions Does the implementation of 360 degree feedback leads to improved detection capabilities of employees? Does the implementation of 360 degree feedback to improve communication directors, supervisors and employees leads? 8.The importance and necessity of research This study enhances the effectiveness of the organization. We intend to use the feedback to improve the effectiveness of the team and the performance improvement is caused with this method, high service quality and the customer is made aware of the most important goals and intended to customer satisfaction comes because the 360 degree feedback to feedback our customers and suppliers in different directions. 9.Research methods, statistical sample Methods is a descriptive survey, the aim of this study was to investigate the distribution of features right out of the organization. According to the study, a sample of 40 employees and Telecom was designated as the study sample were selected because the population is now shortages of all 40 patients were used to study the spatial domain, the telecommunications company is included. The time domain is 92. Hypothesis testing using software Spss-21 and the analysis is carried out step by step. 10.Testing hypotheses 10.1.The main hypothesis of the research H0 implement 360 degree feedback method leads to improvement of management decisions H1 implement 360 degree feedback method does not lead to improved management decisions 10.2.The first sub-hypothesis research H0 implement 360 degree feedback leads to better identify potential employees H1 implement 360 degree feedback doesn't lead to better identify potential employees 10.3.The second sub-hypothesis research H0 implement 360 degree feedback lead to improve communication directors, supervisors and staff and development team activities H1 implement 360 degree feedback doesn't lead to improve communication directors, supervisors and staff and development team activities Stepwise method was based on the hypothesis testing at the final step, the following results were obtained: The questionnaire provided the employee has attained 20 question 7 basic questions related to the decision of the director and 6 to identify potential employees and encourage innovation in question is between them 7 final question related business development activities which are now controlled results are given in the following tables. 544

5 Table (1): Sample Kolmogorov-Smirnov Test woman Man One-Sample Kolmogorov-Smirnov Test sex Decision Ability Relationship N Normal Parameters a,b Mean Std. Deviation Absolute Most Extreme Differences Positive Negative Kolmogorov-Smirnov Z Asymp. Sig. (2-tailed) N Normal Parameters a,b Mean Std. Deviation Absolute Most Extreme Differences Positive Negative Kolmogorov-Smirnov Z Asymp. Sig. (2-tailed) a. Test distribution is Normal. b. Calculated from data. Table (2) sex N Mean Std. Deviation Std. Error Mean Decision Ability woman Relationship Decision Ability Man Relationship According to the above analysis, the normal sex three Men and women are confirmed and the use of parametric tests because the correlation coefficient and the coefficient is less than 0.5 sig so positive significant direct relationship between the independent variable and the dependent variable is that the results are given in the table below. Table (3):One-Sample Test One-Sample Test Test Value = % Confidence Interval of the sex Mean t df Sig. (2-tailed) Difference Difference Lower Upper Decision woman Ability Relationship Man Decision Ability Relationship

6 Gender analysis of the parameters and the ability to communicate, all separate averages was significantly different from 0, thus confirming the three hypotheses of the statistical community with 95% probability. 11.Discussion and conclusion: Based on the information obtained from this study we conclude that the mean results of 360-degree feedback is a significant relationship between the research hypothesis is confirmed as the basis for evaluating the performance of 360-degree feedback achieve not only from superiors but also by multilateral forces under the supervision of clients. 12.This tool is to help employees to improve organizational performance. In conclusion we can say that 360 degree feedback method provides a more balanced and therefore more acceptable way staff are contacts and be optimistic about the broad application of this method and Telecommunications Department of Education employees and managers to be more effective and applicable. Thus, have many advantages for the employee 360 degree feedback in the organization. The idea that increases multiple sources of feedback in the bilateral relationship, greatly accepted. London and Betty argue that the important dimensions of 360 degree feedback (previously ignored) are given. However, the values of the company that will transfer to the staff ; causes and improve working relationships and organizational effectiveness should be increased opportunities for participation; detect and resolve conflicts and respect the beliefs of the senior management staff of the organization, fluent in the slow. Caraway et al, some individual and organizational benefits of 360 degree feedback process. Corporate benefits include employee participation and better working relationships within the organization. Organizational advantages rotates around an axis substantially improve working relationships. It is believed that information about individual benefits 360 feedback degrees, reliable, equitable and is more reliable, because they are obtained from a set of multiple sources. As a result, people may have a better guide development work on their way. Hence, the feedback they receive will increase awareness and raise awareness of this initial step in the career development process. Hazoka et al also pointed to some of the advantages of feedback from an individual perspective. They believed feedback recipients will receive valuable information on the strengths and its weakness is essential. Provide feedback to others without their having an opportunity to identify, evaluate and criticize their colleagues. References Clarke, M., Seng, D., & Whiting, R. H. (2011). Intellectual capital and firm performance in Australia. Journal of Intellectual Capital CACIOPPE.R, (1999), USING 360 FEEDBACK AND THE INTEGRAL MODEL TO DEVELOP LEADERSHIP AND MANAGEMENT, LEADERSHIP AND ORGANIZATIONAL DEVELOPMENT JOURNAL Dominique, Talia, A. (2009).An Empirical Research on the Relationship between Intellectual Capital and Corporate Financial Performance on Indonesian Listed Companies. Fannie Mae, and Asghar Abbasi, T. (2003). Feedback 360 degrees. Tadbir paper. Number 137 Robbins, Stephen, p. (2003). Gold keys HRM. GH Khanqayy, Tehran: Fara Gholam Sajadi Khah,. et al. (2014). Analysis of the Effect of Intellectual Capital on Financial Performance of Companies Accepted in Tehran's Stock Exchange, mathematics in Engineering, Management and Technology.( ) Jones, John vay and William, (2000). 360 degree feedback strategies, approaches and ways for managers. Syed Ismail Asgharpour and G. Taleghani, Tehran: Sapco, Irina Berzkalnea*, Elvira Zelgalve;(2013). Intellectual capital and company value.( ) MACCARTY.M AND TOMAAS N CARAVAN (2001), 360 FEEDBACK AND PROCCASS: PERFORMANCE IMPROVEMENT AND EMPLOYEE CAREER Tobin, James (1969). "A General Equilibrium Approach To Monetary Theory". Journal of Money, Credit and Banking 1.(15-29) 546

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