Final answer:
The method described is known as forced distribution, not 360-degree feedback, which involves evaluations from a range of sources like supervisors and peers to offer a comprehensive performance review, although studies suggest ratings may be unreliable.
Step-by-step explanation:
The performance appraisal method described in the student's question refers to the practice of rating employees along a bell curve, which is not the 360-degree feedback method, but rather a different performance appraisal method known as forced distribution or rank-and-yank. In the 360-degree feedback appraisal, an employee's performance is assessed through a combination of ratings from various sources including supervisors, peers, subordinates, and sometimes even customers, as shown in Figure 13.10.
This method aims to provide a comprehensive view of an employee's performance and is often used to enhance personal development and inform training needs. However, it should be noted that studies like those by Atkins and Wood (2002) and Tornow (1993) have found that ratings can be unreliable and that supervisor and self-assessments don't always align, presenting challenges to the 360-degree feedback approach.
Performance appraisals, in general, serve multiple functions within an organization. They can motivate employees, identify training opportunities, document performance for personnel decisions, and align employee goals with organizational objectives. The effectiveness and popularity of different appraisal systems, like 360-degree feedback, can vary based on the organizational culture and the method's implementation.