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Managerial Effectiveness

A 360 degree feedback mechanism refers to the process of evaluating the performance of any organization. The 360-degree feedback mechanism is sometimes called a multi-rater appraisal, which gathers information from members, records of all the activities in the organization as well as the executive staff.  Clients in all organizations also determine the process of decision making, a reason why the 360-degree feedback mechanism does not ignore both the internal along with the external consumers. The 360-degree feedback mechanism upholds the fact that any feedback is multi-dimensional hence; there is an overall solid judgment from all angles (Korotayev et al, 2006). This feedback mechanism also incorporates all the mundane inclinations of the organization and gives an apparent point of view from diverse public perspectives.

The 360-degree feedback mechanism is a tool for amplifying several alterations in the organization by ensuring a certain degree of accuracy. For instance, the same positive comment from several viewpoints gives the organization an assurance that they are headed for the right path. The process of giving a skills audit by employing a 360-degree feedback mechanism also engages the analysis the behavioral skills. This approach uses the degree of familiarity with the employees with their close friends. In such a case, the positive perception is much considered coming from several individuals. Organizations also need to know the competence of their executive management behaviors and whether they act according to the set guidelines. This is done by incorporating their organizational values as well as giving a clear distinction on the manner of representing the values to the public. An example of behavioral skills testing by an organization tests on the importance of the particular behavior. One of the values is giving the clients some quality services with a goal of making it perfect the first time and not the second. Behavioral skills also argue on the basis of things working hard to accomplish the organizational goals rather than the most applied routine of expecting things to happen without showing much effort. This is achieved through displaying extreme dedication and fulfilling them as well as participating in teamwork. An organization ought to hold some long-term sustenance to allow them advance their approaches to their consumers. Their present behavior determines their prospect operations. A skills audit using 360-degree behavioral approach also insist o the importance an organization to be candid as they deal with the general public as well as the workers. This entails considering the current economic situation so as not to oppress their clients. This is accompanied by the high-esteem an organization should have for the workers as well as providing safe grounds for them to work. For instance, a company should insure all their workers on fire or any other major peril that is likely to occur.

A 360-degree feedback mechanism also tackles the issue of performance appraisal. This involves giving the workers the opportunity to do their best at a given epoch. This practice enables the organization to collect data on the best skills portrayed by diverse individuals. For instance, when a job opportunity is advertized, there is a chance for the applicants to do their best in order to acquire the job. Therefore, this mechanism is best suited to determine the performance of the organization by the public. This is by way of how the public views a certain company.  An organization that has won the public admiration tends to get workers with a high esteem to work while the opposite is true. Performance appraisal also gives the managerial staff a channel to give preset conditions, which are in turn used to evaluate all their junior staff. This leads to a creation of a basis of improvement to the organization in general, failure to which, the irresponsible employees could be demoted while the ones who have improved and passed the test are promoted.

A time management log defines how an individual or an organization spends time by engaging in activities that augment their success. A time should be an essential tool in all the organizations to enable them to cut down on the least values activities. The implication of the time management log is to enable the employees finish their crucial work in the most sensible time for the objectives to be met. The time management log also enables one to put the more demanding tasks in the morning while the less demanding ones are scheduled for the afternoon. Thus lower energy activities include responding to e-mails as well as telephone calls. The time log also gives the organization an assurance on whether the topmost activities help meet its objectives. For instance, when some workers spend the better time of the day surfing on the internet rather than working may lead to decreased production rate of the company. This in return leads to a lower return and profit making in the organization. With such a trend, an organization may be forced to put a halt to its existence.

Time management logs developed for a period of two weeks ought to enable self evaluation.  For instance, once one has recorded all the time spent in odd and imperative activities, a basis of analysis is formed.  Time spent in tittle-tattle therefore should be eliminated for positive results in the future. After self analysis time management log in a period of two weeks, one should also fix and divide the morning activities, and the afternoon chores. The morning chores should be the most demanding like preparing ledgers, balance sheets as well as determining the net worth of the business. With such a high concentration required in the above tasks, an employee should give it the maximum concentration it requires. Additionally, one needs to allocate some limited time in between the tasks. For example, there might be an urgent mail one needs to respond to in the morning. This could take maybe three to five minutes hence, switching to such a task is not harmful. However, this does not entail limited surfing in the morning. This is because surfing is an attractive activity more so, the social networks. Hence, one should be very principled and stick to the time management log as much as possible. A time management log also dictates that the time allocated to justifiable individual tasks should be minimized and well planned for by several people. For instance, employees from the same organization could have a time log activity on how to have fun. This could ensure teamwork as well as motivation from each other. The notion of saving time could also be emphasized by the members taking turns maybe to go and have some few drinks. Generally, analyzing the time management log in a period of two weeks would enable one to detect whether there are elements of procrastination, which is associated with much alertness on low energy activities. Time management log has several challenges though, which would derail all the plans. For instance, interruptions from fellow workers may pose a challenge to the employees, which should not be encouraged. One should control the working hours as well as stay focused to his work. Other challenges include lateness in the place of work that might be caused by unreasonable circumstances. An individual ought to go to work early since it gives them a good orientation for the activities scheduled for the day. Lateness in work could disorient an individual in several ways like losing focus as well as getting in trouble with their boss. The overall objective of a time management log is inclined on purposeful change for an improved set of achievements in the organization.

A two weeks time log could also show defined timings on the time slots. However, if this is not shown, it is due to the fact that most organizations operate under impulsive demands. This is dealt with by planning for anything that comes along in the line of organization activities. This is more or less the same as relying on prediction of the anticipated tasks as well as allocating enough time since one already knows what is needed. The idea of dealing with emergencies is a good example of unforeseen activities (Allen, 2001). There is no stipulated time for this since it is considered as an impromptu task. The table below gives an example of weekly time management log:

Mon

Tues

Wed

Thur

Fri

Am

  1. Check emails, post, and initial response.
  2. review last week reports
  3. department meeting
  4. agency meeting
  5. check emails
  1. Check emails etc.
  2. staff appraisal 1
  3. staff matters arising time-slot
  4. project time-slot
  5. check emails
  1. Check emails.
  2. chase figures for weekly report
  3. strategy meeting
  4. process review time-slot
  5. check emails
  1. check emails
  2. my appraisal
  3. staff appraisal
  4. staff appraisal
  5. check emails
  1. check emails
  2. weekly report
  3. conference planning
  4. unresolved non-urgent issues
  5. phone calls
  6. check emails

Lunch

  • with agency
  • project team working lunch
  • with customer
  • with appraisee
  • with boss

pm

  1. return phone calls
  2. emergency situations time-slot
  3. reading monthly reports
  4. appraisals preparation
  5. check emails and initial responses
  1. supplier visit 1
  2. supplier visit 2
  3. major phone calls
  4. check emails
  5. thinking time-slot for new strategy project
  1. customer visit
  2. customer visit
  3. my appraisal preparation
  4. check emails
  5. phone calls and correspondence
  1. emergencies time-slot
  2. systems and process review time-slot
  3. weekly report preparation
  4. check emails
  1. agenda for next week dept meeting
  2. plan next week's schedule
  3. spare time-slot for staff issues
  4. check emails
  5. clear up outstanding issues

After a proper analyzing of a time management log, the need for a personal development plan arises. A personal development plan is a formulated strategy an individual adopts to ponder on their understanding and achievements as well as strategizes on personal career development. A personal development plan in an organization concentrates on improving knowledge alongside skills that are aimed at the success of the organization. The personal development plan (PDP) gives an organization a plan for prospect activities. A personal development plan also requires a mentor at some extent. The mentor aids in motivating the individual as well as the organization in making the right choice and maintaining the initial focus.  There is the issue of balancing the personal development plan alongside the organizational plan. The employees should be oriented at making things happen at both personal and organizational level. At some occasions, one could merge the two aspects. For instance, if a manger goes for further studies and gets a promotion at the same organization. This is giving back to your employer by developing one’s career. This is termed as the notion of exercising one’s talent so as to stand out among several people. More so, one should not be anxious of retreating from his career until the world will be remorseful that you retired when the time comes. The above inclination makes an individual gain the sense of being responsible for what he does while knowing the outcomes. The PDP also ensures an individual has a sturdy work and career flexibility to help adapt to any work atmosphere.

A personal development plan also enables one to set targets of their work skills frequently so as to avoid setbacks. The main factor behind such priorities includes one’s committed interest to engage in a continuum of learning activities, which are at their disposal. This is accompanied by the drive to engage oneself in a spiral of broad knowledge acquisition. A personal development plan also ensures the organizational schemes are implemented successfully.  This is by encouraging teamwork, so that people learn from each other. For instance, the manger should applaud the best employees and encourage the other workers to emulate them. This is given in terms of motivation and recognition of the most strategic personal development plans among individuals. Such protocols bring the mutual trust among the workers, which is a central aspect in the accomplishment of the organization.

A personal development plan begins with the identification of the objectives within oneself. This incorporates the overall performance of the organization, while welcoming the positive views from the employees. This process requires the organization to uphold the necessary trust with the world. For instance, a company should aim at creating the best impression of their products, without failure so as to win the public trust. They also have to keep in mind the issue of their competitors, which enable them to adapt new changes in the business.

A PDP also comprises of the outcome of the earlier discussed 360-degree feedback mechanism (Aubrey, 2010). The mechanism gives adequate information on how to improve the operations. In such a situation, the issue of biasness does not occur since one is assessed according to their effort. For instance, in the case of performance appraisal, the organization only fires or promotes people according to the work done. Considering such factors, one may argue that the mechanisms used maybe in performance appraisal were not standardized. The PDP however states that there is the need to ensure the effectiveness of all the tools used in evaluating the employees so as to get standardized results.

In conclusion, an organization is set for progress throughout. This gives limited room for flaws and improper functioning. The aim to offer the best to the society makes all the above discussed activities are taken to serious considerations. The success or failure of the business depends on the outside world. This asserts all the claims of the 360-degree feedback mechanism. As several organizations have shown before, they follow to the letter these preset conditions that are an imperial ideology in the world of modern business. There are several upcoming businesses, which require such analyzed approach to survive. The mere thought of failure ensures a company has done enough research on its operations before proceeding with its operations. This will ensure a positive outcome as well as a perfect role model of managerial effectiveness. As it is widely known, time is an important factor in business; such that, wasting one minute amounts to losing a coin. Hence, if the world’s most population struggles with time management, the time management log idea could be employed to ensure one spends his time properly. This is evident with the most successful organizations as well as individuals, who have an account to that. Therefore, the three discussed issues of the feedback mechanism, time management log, and personal development plan are related. Each of the three ideologies paves way to the other or results from the other. For instance, after one gets the feedback, he is able to apply it and correct on the flaws while lastly coming up with a plan on how to develop various organizational aspects. In general, one could argue that communication is the key issue in all things done. This enables the sorting of the acquired data into meaningful and applicable practices, which are intended to effect changes in all the tasks people carry out.

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