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Advisor(s)
Abstract(s)
A comunicação organizacional e a avaliação de desempenho podem constituir-se como práticas estratégicas muito importantes para o desenvolvimento profissional dos membros da organização e, consequentemente, para a eficácia organizacional. Nos últimos anos tem vindo a desenvolver-se um tipo de avaliação de desempenho específico designado por avaliação 360º. Este método avaliativo possibilita uma maior variedade de perspetivas, quando comparado com a avaliação tradicional/top-down (i.e., apenas a chefia avaliar os subordinados). Sabe-se que este tipo de avaliação tende a ser aplicado em organizações mais democráticas e poderá ser responsável por um maior diálogo entre os atores organizacionais.
O presente artigo procura perceber qual poderá ser o papel da avaliação 360o no âmbito da comunicação organizacional e qual o tipo de comunicação adotado pelas chefias, aquando da aplicação da avaliação 360o.
A revisão de literatura elaborada permitiu apreender que a realização da avaliação 360o pode estar relacionada com uma comunicação de suporte por parte das chefias, ao invés da adoção de uma comunicação defensiva, contribuindo para uma maior confiança e uma voz mais ativa dos colaboradores.
Este estudo, apesar de exploratório constitui-se como inovador, pois corda temáticas ainda pouco exploradas na literatura. Em termos práticos, a reflexão sobre estes temas poderá ser útil para incrementar práticas avaliativas e comunicativas mais eficazes
The organizational communication and performance evaluation are very important strategic practices for the professional development of members of the organization and hence for organizational effectiveness. In recent years it has been to develop a specific performance evaluation called 360º evaluation. This evaluation method allows a wider variety of perspectives when compared with traditional evaluation/top-down (i.e., only the supervisor evaluate their subordinates). It is known that this type of evaluation tends to be applied to more democratic organizations and may be responsible for increased dialogue between the organizational actors. This article attempts to understand what may be the role of 360º evaluation in organizational communication and what type of communication is used by the supervisors when 360-degree evaluation is applied. The literature review allowed to realize that the implementation of 360-degree evaluation may be related to a support communication by supervisors, instead of adopting a defensive communication. In turn, the type of communication adopted by the supervisors may contribute to a greater confidence and an active voice of employees. This study, despite being an exploratory study is innovative because it addresses themes little explored in the literature. In practical terms, the reflection on these themes may be useful to increase more effective evaluative and communicative practices.
The organizational communication and performance evaluation are very important strategic practices for the professional development of members of the organization and hence for organizational effectiveness. In recent years it has been to develop a specific performance evaluation called 360º evaluation. This evaluation method allows a wider variety of perspectives when compared with traditional evaluation/top-down (i.e., only the supervisor evaluate their subordinates). It is known that this type of evaluation tends to be applied to more democratic organizations and may be responsible for increased dialogue between the organizational actors. This article attempts to understand what may be the role of 360º evaluation in organizational communication and what type of communication is used by the supervisors when 360-degree evaluation is applied. The literature review allowed to realize that the implementation of 360-degree evaluation may be related to a support communication by supervisors, instead of adopting a defensive communication. In turn, the type of communication adopted by the supervisors may contribute to a greater confidence and an active voice of employees. This study, despite being an exploratory study is innovative because it addresses themes little explored in the literature. In practical terms, the reflection on these themes may be useful to increase more effective evaluative and communicative practices.
Description
Keywords
Comunicação Organizacional Comunicação de Chefias Avaliação 360º Avaliação de Desempenho
Citation
Mourão, R.; Miranda, S. Gonçalves, G. (2016). A avaliacão 360o e a comunicacão das chefias: onde se cruzam? Revista Comunicando, vol. 5 (1), 182-202
Publisher
Sopcom