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论文题目：MGMT20001: organisational behaviour
论文语言：英语论文 English
论文专业：management
字数：1000
学校国家：澳大利亚
是否有数据处理要求：否
您的学校：The University of Melbourne
论文用于：BA assignment 本科课程作业
补充要求和说明：
1.论文参考文献格式: APA
2.所需要参考文献数量:6 ( 3个课本文章，3个Journal articles using the library’s e-resources）

The Use of 360-Feedback Systems for Accurate Self-Perception
1. Introduction
In real life it is crucial for people to be aware of the advantages and disadvantages in their ability and personality, which helps them to give full play to their strengths and achieve effective success in their work and life. Understanding oneself better needs the correct self-Assessment, while self-perception can help individuals better understand themselves and improve self-evaluation. Otherwise, self-evaluation is always influenced by others' evaluation about himself, if others' evaluation is relatively poor, individuals tend to reflect on their shortcomings and evaluate their own in the negative way to a certain extent. Instead, if others' evaluation is great, individuals tend to overestimate their own. This is a problem usually occurred in the self-perception process. In the work field, the 360-degree feedback systems can be effective in evaluating individuals. By the evaluation of the related people and sending the evaluation to the individual to get the feedback, which can help him better understand himself and continue to improve the level of ability and performance.

2. The main biases in self-perception
3.The application of 360-feedback systems in improving self-perception
4.The recommendations of the use of 360-feedback system

5.Conclusion
In conclusion, the accurate self-perception will be benefit to individuals' better understanding themselves and improve their self-evaluation. While in the process of self-perception, they will be affected by others' views on themselves, which lead to several biases in self-perception. That is, to balance the self-rating and other ratings, one needs an evaluation tool to cognize the real stage of his ability and deficiency. The 360-feedback systems can be applied to the self-perception and mostly is a useful tool to performance evaluation in the organization. In the process of application of this system, the evaluators should always do the usual event log to increase the objectivity of the evaluation. Otherwise, putting emphasis on the feedback and guidance stage is also important.

6. Reference
Bailey, C., & Austin, M. (2006). 360 degree feedback and developmental outcomes: the role of feedback characteristics, self-efficacy and importance of feedback dimensions to focal managers' current role. International Journal of Selection & Assessment, 14(1), 51-66.
Dunning, D., Johnson, K., Ehrlinger, J., & Kruger, J. (2003, June). Why people fail to recognize their own incompetence. Current Directions in Psychological Science, 12(3), 83-87.
Hensel, R., Meijers, F., Van der Leeden, R., & Kessels, J. (2010). 360 degree feedback: how many raters are needed for reliable ratings on the capacity to develop competences, with personal qualities as developmental goals. International Journal of human resource management, 21(15), 2813-2830.
Richardson, R. (2010). 360-degree feedback integrating business know-how with social work values. Administration in Social Work, 34(3), 259-274.
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