Will a feedback culture have an impact on the company culture? For a better understanding, this paper will define the terms of a company culture and the terms of feedback first and will focus on the specific method of the 360-Degree Feedback after.
"Silence is praise enough", or in German: "Nicht geschimpft ist Lob genug" is still one of the most popular phrases in German companies and for their managers. 48% of the employees between 18 and 34 years would like to get more praise from their bosses. In the age between 50 and 69 years, still 34% of the employees wish to get more praise. In total, 37% of all German employees get feedback rarely but would like to get more. On the other hand, only 23% of the managers ask their employees for feedback. This leads to the question of how a feedback culture can be implemented in a company.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- What does company culture mean?
- What is feedback?
- Why is feedback important?
- 360 Degree Feedback
- What means 360 Degree Feedback?
- Risk of 360 Degree Feedback
- Chances of 360 Degree Feedback
- How can feedback be implemented?
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This paper explores the implementation of a feedback culture within a company, focusing on the impact of feedback on company culture and employee engagement. It investigates the specific method of 360-degree feedback, highlighting its potential benefits and risks. While not delving into the intricacies of interpersonal communication, the paper utilizes this framework in specific instances.
- Defining and understanding company culture
- Exploring the importance of feedback in enhancing company culture
- Analyzing the concept and practice of 360-degree feedback
- Identifying the benefits and risks of implementing a feedback culture
- Proposing strategies for effective implementation of feedback within an organization
Zusammenfassung der Kapitel (Chapter Summaries)
- Introduction: This chapter introduces the topic of feedback culture and its significance in contemporary workplaces. It addresses the need for a better understanding of company culture and feedback, setting the stage for the exploration of 360-degree feedback in subsequent chapters. The chapter highlights the importance of feedback in fostering employee engagement and trust.
- 360 Degree Feedback: This chapter dives into the concept of 360-degree feedback, providing a detailed explanation of its mechanics and rationale. It examines the potential risks associated with this feedback approach, such as the possibility of bias and the need for careful implementation. However, it also outlines the benefits, including the opportunity for comprehensive self-assessment and the potential for fostering personal growth.
- How can feedback be implemented?: This chapter focuses on practical strategies for implementing feedback within an organization. It explores different methods for incorporating feedback into daily operations, emphasizing the importance of creating a supportive and open environment. This chapter might also touch upon the challenges of embedding feedback practices into existing organizational structures and the role of leadership in driving positive change.
Schlüsselwörter (Keywords)
The primary themes and concepts explored in this paper include company culture, feedback, 360-degree feedback, employee engagement, trust, interpersonal communication, and organizational development. The analysis utilizes the Iceberg model as a framework for understanding company culture and investigates the potential impact of feedback practices on organizational dynamics.
- Quote paper
- Matthias Heinzen (Author), 2019, Implementing a Feedback Culture in an Organization. Effects of 360-Degree-Feedback on the Company Culture, Munich, GRIN Verlag, https://www.hausarbeiten.de/document/1382633
