Final answer:
The most correct answer is that ratings from non-supervisors are generally used for employee development and evaluations, but 360-degree feedback systems are broader, including multiple sources. These systems can offer comprehensive performance insights for employees, fostering development and identifying training needs.
Step-by-step explanation:
The correct answer to the question of which statement is true of performance feedback for employees is that none of the options provided fully captures the complexity of modern performance appraisal systems, but the closest might be (b): Ratings from non-supervisors are generally used only for employee development and performance evaluations. However, it's important to note that 360-degree feedback systems, which incorporate ratings from supervisors, peers, direct reports, and sometimes even customers, are an increasingly popular approach in performance appraisals aimed at providing a more comprehensive view of an employee's performance. Studies have shown mixed results regarding the reliability of 360-degree feedback, with some finding that peer and self-ratings can be unreliable, while others argue that the discrepancies in feedback can foster valuable discussions for employee development.
Performance appraisals serve multiple purposes beyond just evaluation, including motivating employees to improve performance and pinpointing opportunities for further training. Additionally, appraisals should take into account the organization's culture and be implemented properly to be effective. The 360-degree feedback system is designed not only for assessment but also to provide the employee with a holistic view of their performance, which can be instrumental in self-improvement and career development.