Final answer:
The statement that supervisor feedback is more complete and accurate than 360-degree feedback is false. The 360-degree feedback system, which includes various sources, is designed to provide a richer and more detailed performance evaluation, contributing to professional development and better appraisal decisions.
Step-by-step explanation:
The statement that feedback originating only from the supervisor provides more complete and accurate information than feedback received through a 360-degree process is false. The 360-degree feedback system includes inputs from a variety of sources, such as supervisors, peers, subordinates, and sometimes even customers. This comprehensive feedback can provide different perspectives on an employee's performance, which may lead to more insights and development opportunities.
Though Atkins and Wood (2002) found some limitations with self and peer ratings within the 360-degree feedback process, these components are nonetheless seen as valuable by adding varied perspectives and facilitating discussions between employees and supervisors, as noted by Tornow (1993b). Furthermore, the variety of perspectives in the 360-degree system can contribute positively to the professional growth of employees and provide supervisors with a broader base of information for performance appraisals and compensation decisions.
Additionally, the phenomenon known as the Hawthorne effect, where employees improve performance when they are observed, also underscores the importance of diverse feedback sources, as this can lead to better interaction and focus from the employee. Therefore, the richness of the 360-degree feedback system outweighs the sole supervisor-based approach to performance evaluation.