What are some of the issues you have with organizations using only one performance evaluation instrument for measuring employee job performance? Do you feel the 360 degree performance review is doable in your current employment? Why, or why not?

                                                                CLASSMATE’S POST
One problem, such as task analysis, used to evaluate employees for job performance could have complications as the nature of work experiences continues the need for adjustment (Blanchard & Thacker, 2013).  These adjustments could leave the more experienced worker confused and unwilling to change from the norm. In my line of work, when state policy is altered or completely changed from what is usually the correct way to perform a job, many co-workers have a tough time adjusting. For example, allowing inmates to only use the restrooms after 30 minutes into count procedures was changed to no time limit when they ask for bathroom time. Many of the experienced officers had a tough time with the change. Some of them refused to allow the inmates to go to the bathroom before the 30-minute time frame and the officer-in-charge (OIC) had the duty of answering the many grievances directed toward the officer failing to adapt to the change. Being able to adjust to changes is a part of performance evaluation, so when staff members cause added problems by sticking to the older outdated system of rules and regulations, the OIC must step in. 
The 360-degree job performance review has helped in my current line of work because it gives an evaluation that allows the employee to view strength and weaknesses. If the employee wants to improve job performance, this review will help him/her to know where changes are necessary.
Blanchard, P. N. & Thacker, J. W. (2013). Effective training-systems, strategies, and practices. (5th Ed.). Upper Saddle River, NJ: Pearson Education Inc.

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