performance management

PERFORMANCE AND REWARD MANAGEMENT

By {NAME}

Course
Professor’s Name
University
City (State)
Date

TABLE OF CONTENTS
1.0 Introduction……………………………………………………………………………3
2.0 Main Strategies Involved in 360-degree feedback…………………………………..6
2.1 Design on the purpose of 360-degree feedback…………………………………….…..6
2.2 Decide on the areas of work and Behavior on which feedback will be given………….7
2.3 Choosing the instrument and methods for collecting data………………………………8
2.4 Decide on behaviors/items to be included in the rating instrument…………………….8
2.5 Decide who the feedback recipients are…………………………………………………9
2.6 Decide on who will give the feedback………………..……………………………………………………..…9
2.7 Decide how feedback will be given………………………………………………………9
2.8 Analysis of feedback data………………………………………………………………..10
2.9 Deciding how the data will be used………………………………………………………………………………10
2.10 Initial Implementation of the Project…………………………………………..…….10
2.11 Analyzing the outcome of the pilot scheme…………………………………….……10
2.12 Plan and Implement the program……………………………………………………………………….….10
2.13 Monitoring and evaluation of the program…………………………………..………11

3.0 Conclusion……………………………………………………………………………….11
References………………………………………………………………………………..….12 
1.0 Introduction
McDonald Corporation is a multinational Company whose management makes full utilization of the 360-degree feedback. The management of the McDonald Corporation consists a significant number of management departments which include: Quality management, Design of goods and services, location strategy, process and capacity design, layout and design strategy, Inventory management, supply chain management, and other essential departments. Therefore, the McDonald Corporation makes use of the 360-degree feedback to enhance improvement of the performance of all these departments.
360-degree feedback can be referred to as the process or the system in which employees receive anonymous and confidential information feedback from the individuals who work within their surrounding (Grenier and Rienks 2020). This process involves the peers, employee’s manager and the direct reports. 360-degree feedback can involve a random mixture of about eight to twelve individuals who carry out the filling of anonymous online feedback form via the online platform who covers a variety of relevant questions concerning the degree of competency within the workplace. The form of the feedback consists of questions that are measured in terms of scale rating and also provide open room for the respondents to provide their comments. An individual who receives the feedback also practices the filling out of the self-rating survey which involves the similar questions which were captured on the form received by the others. The 360-degree model can consists a number of both the advantages and disadvantages as well. The diagram below shows a summary of the disadvantages and advantages of 360-degree feedback process:

Figure 1: Summary of disadvantages and advantages of 360-degree feedback process
The Mangers and the general leaders within the organization make use of the 360-degree feedback to enhance them to have a proper understanding concerning their strengths and weaknesses. The 360-degree feedback system tabulates the results automatically and makes the presentation of the results in a manner that will enhance the recipient of the feedback formulate a development plan (Grenier and Rienks 2020). Responses from an individual are always combined with the other peoples’ responses within the similar categorical rater to enhance preservation of anonymity and providing the employees with a clear image of an overview of the strengths and weaknesses.

Figure 2: A sample of 360 model
Therefore, the study of the 360-degree feedback will be done on one of the multinational organization known as McDonald’s Cooperation. McDonald’s Corporation is an American organization that is widely dealing with fast-moving foods (Bragg et al. 2020). This company was founded in the year 1940 as a restaurant whose operation was brought on board by Maurice McDonald and Richard in California. McDonald’s Corporation is a restaurant that is widely involved fat moving foods such as French fries, Cheeseburgers, desserts, soft drinks, breakfast items and many other forms of meals (Mayes 2019). McDonald’s Corporation is one of the organizations which makes use of 360-degree feedback to enhance quality production and preparation of its meals and also improving the efficiency of its services (Carlos et al. 2020). The summary diagram of the varieties of stakeholders involved in 360-degree feedback within an organization is as shown below:

Figure 2: Summary of stakeholders involved in 360-degree feedback

2.0 Main Stages involved in 360-degree feedback
The implementation of the 360-degree feedback process is carried out in different stages. Therefore, this section of the study will put much focus on the 13 main stages of 360-degree feedback applied to McDonald’s Corporation as shown below:

2.1 Design on the purpose of 360-degree feedback

The initial step of the implementation process is to decide on the purpose of implementing the 360-degree feedback process at McDonald’s Cooperation. The main aim of implementing the 360-degree feedback method at McDonald’s Cooperation is mainly to promote, teamwork, investigate the quality of meals produced and the general performance of the organization (Corbi et al. 2018). At McDonald’s Corporation, it is important to foster development and team building since most of the services at the McDonald’s Cooperation require mutual responsibility such as cooking, serving, collection of payment and cleansing of the utensils (Pedro et al. 2020). Hence, it can be considered as a team which needs mutual responsibility but at the same time, there is the presence of gender imbalance among the staffs since the employees are from the female gender when compared to males. Therefore, the implementation of the 360-degree feedback process will allow the management to devise a strategy regarding the development of the workers as well as to inculcate the collaborative working practice despite the aspect of gender imbalance.
The other challenge experienced in McDonald’s Cooperation is on the disagreements among some employees especially the servers and the Chief-chefs In line with add, the 360-degree feedback can allow the management to assess the performance of the workers and provide performance rewards to the best performed employee and training to those who need to improve their skills. The McDonald’s Cooperation can also choose the 360-degree feedback process since it can restore unity and cooperation among its employees thus improving the general performance of its operations (Fleenor et al. 2020). One great concern regarding the system is that the management had to communicate it to all the related stakeholders. The design can also be made to facilitate the quality of its meals offered to customers.
2.2 Decide on the areas of work and behaviour on which feedback will be given.

The next step of 360-degree feedback is to determine the departments within the McDonald’s Corporation and behavior on which the feedback will be given. This is an important process as the basis of the system will lie on this. A committee can set up under the leadership of the McDonald’s Cooperation CEO to determine the constructs that will be involved in the feedback form (Chivers and Darling 1999). The selected committee should involve an approximate of five stakeholders from the different departments within the McDonald’s Cooperation which can be the HRM Manager, Cashier and the other heads of various departments of the Restaurant. Hence, the collection of the feedback will be based on the behaviors such time management, the employees relationships, and how they serve the customers. The collected feedback will be given to HR department where the confidentiality of the collected information is guaranteed.
2.3Choosing the instrument and methods for collecting data

Once the selection of the constructive approach has been done, it is time to choose the methods for data collection. Now that only one option needs to appllied in collecting data, the Questionnaire technique will be applied in the 360-degree feedback process within and outside the McDonald’s Cooperation (Fleenor et al. 2020). The HR department has to make sure that information captured within the Questionnaire are not bias. The Questionnaire can consist of both the closed questions and open-ended questions where the respondents which include employees, peers, suppliers and other stakeholders can provide their responses. The closed question consists a number of multiple number where the employees or customers can provide their responses by making selection on the available choices.

2.4 Decide on behaviours/items to be included in the rating instrument.
The Questionnaire sheet can include a variety of behaviours or items that need to explore as have some impact on the operation of the McDonald’s Cooperation. One of the items or behaviours that can be investigated is the perception of the customers on the quality of their meals. This perception can be categorized into a rating of one to ten which values close to 1 show that the customer extremely dissatisfied while the values close to 10 shows that the customers are so much satisfied with the quality of food. Another behaviour that can be investigated concerning the performance of the McDonald’s Cooperation is the one to do with the perception of the employees concerning their view on the ethical leadership within the organization (Bracken et al. 2016). The perception of the employees on ethical leadership can be categorized into Excellent, Very good, good, fair, and poor. Apart from the two forms of behaviours mentioned, other related items within the organization can be included too.
2.5 Decide who the feedback recipients are.

The subsequent step on the 360-degree feedback is concerning making decision on who will be the targeted group and who will receive the collected feedback. Therefore, the decision will be the adoption of all the employees from different departments where ranking could be done (Bracken et al. 2016). Therefore, the McDonald’s Cooperation can decide the recipients of the feedback collected to be the heads of the various departments within the organization, the HR manager or the general manager of the organization.
2.6 Decide on who will give the feedback.

All the necessary elements need to be captured to reach a more convenient decision in the interest of every stakeholder. Hence, the feedback concerning the general performance and the operation of the McDonald’s Company will be given by the various heads of departments within the organization. The HODs are the one to give the feedback to the Human Resource management.
2.7 Decide how feedback will be given.

Having made decision of using the Questionnaire technique a way of collecting information, the submission of the feedback will be done using hard copies. Now that the distribution of the Questionnaire is provided mainly to the employees, customers and the other stakeholders, hard copy submission can be the best (Bracken et al. 2016). Therefore, the feedback will be manually collected from the respondents and given to the HRM department of the McDonald’s Cooperation where the confidentiality of the feedback is guaranteed.
2.8 Analysis of feedback data
When the data has been collected using the questionnaire, the analysis of the collected feedback can be analyzed using the statistical packages or software. Some of the tools that can be used to analyze the information of the data collected on the computer include IBM SPSS, Microsoft Excel and many others. The analysis of the data can be done using techniques such as descriptive statistics, frequency tables, Charts and many others.
2.9 Deciding how the data will be used.

The next step of the 360-feedback is to make decision on how the data will be used. The collected data or information can be used by the Chief executive officer or the Mangers of the McDonald’s Corporation to carry out analysis of the general status and performance of the Organization (Grenier and Rienks 2020). Therefore, the data can be used by the CEO to analyze the perception of the customers on the quality of meals prepared, to analyze the degree of ethical leadership within the organization, the relationship between the employees, the efficiency of its services, the degree of honesty and integrity within the organization and the rate of profitability on the organizational performance.
2.10 Initial Implementation of the project

Once all the earlier steps have been successfully put in place, the next stage is to plan the initial implementation of the system. Before implementation of the process is done on the entire organization, It is advisable for the piloting technique to be applied where a given section of the company is used to carry out the implementation (Zatsarinnaya et al. 2020). Once the feedback provided has been analyzed, it can be implemented to facilitate the improvement of the efficiency and effectiveness of the McDonald’s Corporation performance.
2.11 Analyzing the outcome of the pilot scheme

In this stage, the firm can experiment the effectiveness of the process to some workers who have past experiences on the 360-degree feedback system. The training can be conducted as the employees fill in the questionnaire (Grenier and Rienks 2020). As per the discussion of this study, the results from the pilot study need to be analyzed and adjustments can be done to enhance the improvement of the McDonald’s Corporation performance.
2.12 Plan and Implement the program

The core objective pilot study is to carry out the analysis of the changes which have been made within the organization, the project can be implemented using the appropriate plan. The implementation of the project can be done by the Manager of the Human resource department or any employee who is well-familiarized and experienced with the 360-degree system.

2.13 Monitoring and evaluation of the program

The final stage is about the monitoring and evaluation of the program. Monitoring should be continuous and based on the evaluation of the process, improvement can be made in the future (Ali 2015). The evaluation process can be conducted through a interviewing the employees and gauge their perception concerning the implementation of the system and how it benefits their organization in relation to their needs (Fleenor et al. 2020). Therefore, regular monitoring and evaluation of the program will influence the general performance of the McDonald’s Corporation organization.
3.0 Conclusion
In conclusion, the 360-degree feedback system seem to very reliable when it comes to assessment and the general factors which influences the general operation of an organization. The opinions of employees can be categorized using ratings which is very useful in coming up with appropriate conclusion concerning the general status of the organization. The feedback obtained from this system can be used by the management to reward the best performed employees within the organization. Hence, in reality, this approach of 360-degree feedback is so realistic as it enhances the collection of first-hand information from all the stakeholders within the surrounding of the given organization that can facilitate necessary improvements on the general performance of the firm.

References

Baron, J.N. and Dreps, D.M., 1999. Strategic Human Resources: Frameworks for General Managers. New York: John Wiley and Sons, Inc.
Bracken, D.W., Rose, D.S. and Church, A.H., 2016. The evolution and devolution of 360 feedback. Industrial and Organizational Psychology, 9(4), pp.761-794.
Bragg, M.A., Pageot, Y.K., Amico, A., Miller, A.N., Gasbarre, A., Rummo, P.E. and Elbel, B., 2020. Fast food, beverage, and snack brands on social media in the United States: An examination of marketing techniques utilized in 2000 brand posts. Pediatric obesity, 15(5), p.e12606.
Silverman, M., Kerrin, M. and Carter, A., 2005. 360 Degree Feedback: beyond the spin. Sussex: Institute for Employment Studies.
Chivers, W. and Darling, P., 1999. 360-Degree feedback and organisational culture. London: Institute of Personnel and Development.
Corbi, A., Errasti, I.L. and Burgos, D., 2018. A scalable approach for 360 feedback in cooperative learning. IEEE Access, 7, pp.9105-9115.
Fleenor, J.W., Taylor, S. and Chappelow, C., 2020. Leveraging the impact of 360-degree feedback. Berrett-Koehler Publishers, Incorporated.
Grenier, A. and Rienks, S., 2020. The views of many: 360 feedback for child welfare leadership development. Journal of Public Child Welfare, 14(1), pp.101-121.
Cid de León Carlos, V., González Salvador, M., Abraham, E.M., Evelio Erick, C.M. and Rigoberto Corby, M.M., 2020. 360-degree evaluation review applied in top-level education.
dos Santos, J.R., Pedro, L. and Nunes, S., 2020. Emotional Intelligence and Leadership: A 360-Degree View in the Electronics Industry in Portugal. In Research methodology in management and industrial engineering (pp. 111-127). Springer, Cham.
Zatsarinnaya, Y., Logacheva, A., Suslov, K. and Stepanova, E., 2020, November. 360-Degree Assessment of Training Efficiency in Power Engineering Sector. In 2020 Ural Smart Energy Conference (USEC) (pp. 172-175). IEEE.
Ali, A., 2015. Leadership Assessment through 360 Degree Feedback System–An Insight of Prevailing Concepts. Global Management Journal for Academic & Corporate Studies, 5(1), pp.22-30.
Mayes, P.J., 2019. Study of the Impact of 360-Degree Feedback on Principal Reflection and Action Planning (Doctoral dissertation, East Stroudsburg University).

Tags: