Most companies are competing in the diverse global markets, and competitive advantage through human capital is becoming very important. Employee development for high productivity and the use of effective tools to measure their performance are therefore paramount. One such tool is the 360-degree performance appraisal system. The study on the effectiveness of the 360-degree performance appraisal was conducted on a selected steel organisation. The primary objective of the research study was to determine whether the current 360-degree performance evaluation system the organisation uses is effective or whether there is a need to explore other employee evaluation and feedback systems across the industry to identify the best practice. Constructs that were measured are the impact of 360-degree appraisal on the employee motivation and performance, job satisfaction, the organisation‟s performance, succession planning as well as training and development. The findings showed that the 360-degree appraisal system is effective in most of these areas. The findings will also assist management with a better understanding of where the process has failed and what gaps need to be filled. The results concluded that there is no need to explore other performance appraisal systems; however, as recommended, the identified deficiencies in the current evaluation process need to be addressed. / MBA, North-West University, Potchefstroom Campus, 2015

Application of multisource feedback (MSF) increased dramatically and became widespread globally in the past two decades, but there was little conceptual work regarding self-other agreement and few empirical studies investigated self-other agreement in other cultural settings. This study developed a new conceptual framework of self-other agreement and used three samples to illustrate how national culture affected self-other agreement. These three samples included 428 participants from China, 818 participants from the US, and 871 participants from globally dispersed teams (GDTs). An EQS procedure and a polynomial regression procedure were used to examine whether the covariance matrices were equal across samples and whether the relationships between self-other agreement and performance would be different across cultures, respectively. The results indicated MSF could be applied to China and GDTs, but the pattern of relationships between self-other agreement and performance was different across samples, suggesting that the results found in the U.S. sample were the exception rather than rule. Demographics also affected self-other agreement disparately across perspectives and cultures, indicating self-concept was susceptible to cultural influences. The proposed framework only received partial support but showed great promise to guide future studies. This study contributed to the literature by: (a) developing a new framework of self-other agreement that could be used to study various contextual factors; (b) examining the relationship between self-other agreement and performance in three vastly different samples; (c) providing some important insights about consensus between raters and self-other agreement; (d) offering some practical guidelines regarding how to apply MSF to other cultures more effectively.

M. Tech. Busness Administration / Existing research suggests that the Public Sector Performance Management Systems are used to some extent, in support of strategic planning and other governance and managerial functions. However, there is still a gap on the effectiveness of the performance management system. In recent years, organisations have implemented performance management because it leads to better organisational results as reported in many articles and case studies. However, there is little solid empirical evidence of the actual effects performance management has on the quantitative results of the public sector. This study aims to describe the results of a study that explores the quantitative research on the effectiveness of performance management and development in the Department of Cooperative Governance by examining the actual practices in performance management and discuss the rationale for performance management as well as the political and organisational factors influencing this process within this Department.

The aim of my thesis was "Evaluation of employees in selected organization". The practical part mainly focuses is to design an evaluation system for General health insurance company of the Czech Republic. Evalution of competencies and performance evalution is done annual basis based on evaluation of fulfillment of performance and individual indicators and objectives of the employee. Evaluated competencies (5+2 criteria) are ecpertise, responsibility, approach to change, independence and teamwork + strategic thinking and leadership. The evaluators of the individual indicators are peers, manager and subordinates in the 360-degree feedback. The performance evaluation is performed based on the fulfillment of the objectives and indicators set in the form of KPI´s.

The goal of this diploma thesis entitled "The evaluation and rewarding systemof employees in a specific organization" was to analyze the evaluation a rewarding system of personal bankers in Moneta Money bank a.s. Based on these analyses, to propose changes, that would contribute to improving the quality and effectiveness of this area. This thesis has two parts. The first part contains a summary of theoretical information relevant to this issue. The practical part contains description of the organization Moneta Money Banks Inc., a description of the evaluation and rewarding system of personal bankers in this organization and an analysis of these systems. The analysis used survey. The survey showed that personal bankers don't have the means or opportunity to evaluate their superior. And personal bankers are missing personal approach by Moneta Money bank a.s. This diploma thesis proposes implementation of these "personal bonuses" into the rewarding system: gifts or bonuses for years of service, for instance at the occasion of eymployee's jubilee. The next proposed change was the introduction of 360-degree feedback.

Communication has been identified as an essential part of a successfully perpetuating system. In conjunction with systemic feedback processes, communication, by its very nature, plays an integral role in the way that the system operates and continues to survive. General systems theory sees communication and feedback as being understood within the context in which they appear as well as in the context of the larger system. This dissertation provides an examination of communication process within the system of a marketing research organisation. Particular attention was given to the departments within the organisation that oversee the research process as a whole. Since the organisation relies heavily on processes, systems and communication to effectively and successfully manage a research project, these aspects were examined from a systems theory perspective in order to identify areas of concern and to provide appropriate recommendations for improvement. The research design was qualitative, and data were collected by means of fourteen in-depth interviews conducted with relevant role players representing management and team members from three areas of expertise. Additional depth to the data was provided through triangulation, using conferences and observation of meetings as additional information sources. Through concept mapping and thematic analysis of the transcripts and other data, four main, interrelated themes relating to communication within the organisation emerged. These are (1) lack of vision, referring to a general and specific lack of a sense of a common goal; (2) inefficient communication processes that cause a gap between top management and other employees regarding decision making, and a lack of feedback and follow-through on expectations; (3) lack of team cohesion, creating a sense of isolation between teams, uncertainty about expectations, and a vagueness regarding roles and responsibilities; and lastly (4) skills and resource limitation, indicating a lack of training and supervision, and a lack of adherence to procedures. In order to improve communication and feedback processes, it is recommended that the organisation clearly communicates goals and objectives to employees; formalises project planning procedures; instates regular meetings that include all staff; implements sufficient and effective supervision and training; and applies a multirater evaluation and appraisal programme. / Dissertation (MA (Research Psychology))--University of Pretoria, 2007. / Psychology / unrestricted

Aus Einleitung und Motivation "Die gegenwärtigen Entwicklungen von Head-Mounted Displays (HMD, hier synonym auch als Brille bezeichnet) für Virtual Reality (VR) und Augmented Reality (AR) schaffen ein nie da gewesenes Potential dieser Technologien als Werkzeuge in der Produktentwicklung. Wenngleich VR- und ARAnwendungen keineswegs neu in der Industrie sind, bringt der Fortschritt der Verbraucher-HMDs völlig neue Möglichkeiten. Immersive VR-Systeme bedeuten künftig keine hunderttausend Euro Anschaffung mehr – AR-Brillen dienen zukünftig nicht nur der Erweiterung der Realität mit zweidimensionalen Informationen. Cave Automatic Virtual Environments (CAVE), 360-Grad-Projektoren und interaktive Planungstische sind in der Fabrikplanung teilweise etabliert (Runde et al. 2015). Im Unterschied zu diesen Techniken können HMDs jedoch eine deutlich höhere Immersion ermöglichen, was auch für die Interaktion mit der virtuellen Umgebung von Vorteil sein kann. Das Gefühl der Immersion ist wichtig, um in bestimmten Entwicklungsphasen entsprechende Kriterien besser beurteilen zu können. Primär ist der VR-Einsatz für Bewertungsmerkmale sinnvoll, welche nur qualitativ und nicht quantitativ bewertbar sind (Pawellek 2014). Des Weiteren spielt auch die Eingabetechnologie eine essenzielle Rolle. Um mit virtuellen Elementen interagieren zu können, sollte das Eingabegerät echtzeitfähig und intuitiv sein. ..."

Music videos invite the viewer to an enhanced experience of a song, and by combining it with360°, a new dimension of immersion emerges. However, a new wave of complex narrativeand user interface unfolds when intertwining 360° and the contemporary way of telling storiesin music videos.This thesis used an experimental mixed method research design, focusing on collecting,analyzing, and mixing both quantitative and qualitative data in a series of studies. A surveywas first conducted to get an overview of consensus with respect to music videos, VR, and360°. The majority of the respondents had tried VR and 40% of stated that they felt immersedwhile trying it. Around 18% argued it was experience-dependent and 42% did not feelimmersed at all. The survey was followed by experiments showing two 360° music videoswith different storytelling techniques. After the participants had seen the videos, theydiscussed the experience in focus groups in a semi-structured interview. The results were thencoded and benchmarked with theory, which led to the rise of six key 360° storytellingguidelines.All three focus groups concluded 360° music videos enable a deeper level of immersion.However, when combining novelty and a sometimes overwhelming visual experience, 360°music videos can distract the audience if not told right. The guidelines discuss the purpose ofa music video, how the technology affects the experience, if the medium is passive or active,and how different types of interaction can be used as a storytelling mean. They also discussways to pedagogically intertwine audio and visuals. Additionally, the guidelines includediscussions of how different cues and POV’s can be utilized to ensure that the filmmakers andviewers experiences are somewhat aligned, they also tackle the fear of missing out, andfinally compare 360° and traditional music videos.Conclusively, the research shows that storytelling in a 360° sphere will entail a journey oftrial and error, and that the audience have scattered preferences of what different narrativestyles they find work and do not.

Orientador: Regiane Helena Bertagna / Resumo: A presente pesquisa tem o objetivo de analisar as percepções dos professores que fazem parte do Programa de Ensino Integral do Estado de São Paulo (PEI) e que participam da avaliação de desempenho que faz parte do PEI, denominada “Avaliação 360 graus”, colocando a educação e as relações desses profissionais sob a ótica do gerencialismo, tendo como principais objetivos a obtenção do alcance de metas na lógica do mercado empresarial. Para que isso ocorra, é necessário medir e avaliar o trabalho que é realizado pelos profissionais e se os mesmos correspondem com o perfil esperado pela escola para garantir resultados satisfatórios. Nesse contexto, a Avaliação de Desempenho, utilizada no setor administrativo, é introduzida no ambiente escolar, avaliando os professores através de um processo que, em teoria, deve colaborar com sua formação profissional, com a reflexão sobre seu trabalho e o apontamento de melhorias. A pesquisa foi desenvolvida com o aporte de referências bibliográficas tanto na área de educação quanto de administração, além dos documentos que embasam a implantação e o funcionamento do Programa de Ensino Integral do Estado de São Paulo, Programa esse que utiliza como Avaliação de Desempenho um método específico chamado de “Avaliação 360 graus”. Como foco maior dessa pesquisa, a análise do instrumento inserido no PEI se dá através das percepções de seis professores com relação ao instrumento adotado para avaliar seu desempenho e ao processo de avaliação. Os participan... (Resumo completo, clicar acesso eletrônico abaixo) / Mestre

Under coronapandemin blev det nästan omöjligt att resa, vilket ledde till att fler människor försökte hitta andra sätt att fly vardagen och upptäcka världen på. En teknik som kom i fokus då var Virtual Reality (VR) som skapade möjligheten att resa virtuellt. Det här är en deskriptiv studie som syftar till att ge en djup förståelse för hur en resa i VR upplevs av sina användare. I studien genomfördes ett experiment där fem personer testade VR-mjukvaran National Geographic Explore och genomförde en virtuell resa till Antarktis. Hårdvaran som användes i studien var Oculus Quest (gen1). Deltagarna intervjuades om sina upplevelser av resan och den data som insamlades från intervjuerna analyserades baserat på Giorgis 5 analyssteg. Slutsatser som studien kommit fram till är att tekniken fortfarande behöver finjusteras då den inte lever upp till de förväntningar som användarna har gällande bild, grafik eller kontroller. Resultatet pekar dock på att mediet skapar en känsla av verklighet som användaren ibland inte kan skilja från verkligheten. De tekniker som framför allt skapar den känslan är enligt respondenterna 360 graders filmteknik med 6 degrees of freedom, förstapersonsperspektivet samt interaktionen. En slutsats som dragits är att ju fler sinnen som tekniken lyckas aktivera desto verkligare känns upplevelsen. Experimentdeltagarna kändes sig som mest integrerade i tekniken under de tillfällen i VR-resan som de använde hela kroppen. Resultatet från den här studien pekar på att en anledning till att människan reser, både i VR och fysiskt, är för att fly vardagen, en typ av eskapism. / During the Corona pandemic it became almost impossible to travel. This led to a search for alternative ways of escaping the everyday life and to explore the world. In the light of this the technology Virtual Reality (VR) came into focus. This is a descriptive study who aims to give a deep understanding of how travelling in virtual reality are experienced by its users. In the study an experiment was made where 5 persons tried out the VR-app National Geographic Explore where they took a virtual trip to Antarctica. The hardware that was used in the study was Oculus Quest (gen1). The participants were interviewed about their experiences of the trip. The data that was collected from the interviews was analyzed based on the 5 steps method of Giorgi. Conclusions that where made is that the technology still need adjustments because it does not live up to the user’s expectations about the graphics, the photo, or the controllers. The result, however, indicates that the medium creates a sense of reality, a sense which the users sometimes can’t distinguish from the physical reality. The technologies that the users found most important to create the feeling of immersion and sense of reality was the 360 degrees filming with 6 degrees of freedom, the first-person perspective, and the interaction. A conclusion that’s been made is that the more senses the technology can activate the more integrated and closer to reality does the users feel. The situation when the users felt most integrated in the medium was during the activities when the participants used their bodies and not only their eyes. The result of this study indicates that one reason why people travel, both in VR and physical, is to escape everyday life, a type of escapism.