Final answer:
The type of feedback that only indicates task completion without detailing individual performance means that 'individual performance cannot be evaluated'. This feedback is non-specific and does not contribute to personal development or recognition of individual skills and efforts.
Step-by-step explanation:
The type of feedback that provides information regarding whether the task was successfully completed, without giving specific information about the individual's performance, suggests that individual performance cannot be evaluated. This kind of feedback indicates completion rather than the manner of execution or the quality of performance. In reference to the multiple-choice options provided, the correct answer would be (a) individual performance cannot be evaluated. This is because if feedback is not given concerning the specific performance of the individual, it would be difficult to identify areas of improvement or success specifically related to the individual's contribution.
Considering the context of the effectiveness of 360-degree feedback methods as per Atkins and Wood (2002) and Tornow (1993b), despite the unreliability of self and peer ratings in assessing employee performance or the supervisors' underrating, the discussion around varied feedback can be a learning opportunity. The variability in 360-degree feedback ratings can be seen as a chance for employees and supervisors to engage in meaningful dialogue to understand discrepancies and possibly improve future performance.