Please use this identifier to cite or link to this item:
|Title: ||應用360o回饋於臺商企業高階主管評鑑之研究 : 以一位金融業高階主管為例|
|Other Titles: ||Accessing Taiwanese enterprises senior managers through 360-degree feedback evaluation : a case study of a financial industry senior manager|
|Authors: ||何廷鈞;Ho, Tin-Chun|
|Keywords: ||360度回饋;評鑑制度;360-degree feedback;Evaluation|
|Issue Date: ||2013-04-13 10:32:40 (UTC+8)|
The research is based on the possibility of bringing “360-degree feedback” into evaluation for Taiwanese enterprises and senior managers. This research is according to studying research for individual and interviewing in details. This research is mainly focus on Taiwanese enterprises and senior managers by using “360-degree feedback” to evaluate how a financial industry senior manager performed well in working, even for school directors in each faculty and the teacher being evaluated.
Through this interview in details will find out the possible way for doing the evaluation. The view of doing this evaluation is according to the resource of the evaluation and the evaluated person, a sense of justice, acceptability; achievement of different levels, the difficulties and the limited condition. Through the research found out if “360-degree feedback” want to be used to evaluate how senior manager must consider the following conditions:
1. Limit the qualification for the senior manager and relatives being evaluated.
2. In order to avoid the factors of human feeling and employment ethics, the evaluators must hide up the real name.
3. The design of the evaluation sheet for “360-degree feedback” must coordinate the resource of evaluators and the professional background of the evaluated senior manager.
4. Build a platform of communicating between the evaluators and the evaluated senior manager to achieve the rights and necessarily of idea providing by 360-degree feedback.
5. Information collecting of 360-degree feedback must diversification, and the collect time have to stretched.
6. The different view of fair dealing for 360-degree feedback towards the people through the research.
7. The evaluation result for “360-degree feedback” can be used the selection of good employees, but can’t be used for the personnel changes of the reference.
8. This research object to “360-degree feedback” the harvest degree is close.
9. The difficulty and limit of “360-degree feedback” is the company takes the evaluation the degree, the design of the evaluation sheet, organization culture, the human sentiment pressure, the interpersonal relationship, the subjective awareness of evaluator.
10. The influence enterprises senior managers the feasible view factor have to “360-degree feedback” are the evaluated senior manager’s individual special characteristic, personal style, the interpersonal relationship, the evaluators and the evaluated senior managers understanding or not, the time hypothesis of evaluation, and the result to present the way and the utilization of the evaluation.
|Appears in Collections:||[中國大陸研究所] 學位論文|
Files in This Item:
All items in 機構典藏 are protected by copyright, with all rights reserved.