A 360 analysis is one great way for the leaders and the organization at large in collecting and analyzing data concerning critical aspects to aid in the decision making process. For instance, the system allows for confidential, safe, and reliable ways in which colleagues can provide valuable feedback thus enabling the firm to gain valuable insight as to the current leadership and the organization's overall health. Besides, the 360 analysis afford leaders great input and knowledge concerning whatever is or is not working. Therefore, data from such studies enable the leaders to detect any challenges and act promptly. As a result, the employee performance improves and so is their leadership skills (Espinilla, de Andrés, Martínez " Martínez, 2013).
Question Two
There are various ways of earning a leadership position, one among them is an exemplary performance in given expertise which allows one to exert significant influence (Herrmann " Felfe, 2014). Leadership is all about influencing followers to achieve specified objectives which can be made possible through coaching and mentorship in a given field. However, expertise in a given field alone does not guarantee exceptional leadership skills and should incorporate other essential skills such as excellent communication, understanding, patience, and involvement.
Question Three
Both positive and negative motivation leads to improvement in an organization’s productivity. However, using negative motivation leads to problems such as hate towards the leader by subordinates. Positive motivation occurs when an individual expects a reward for exceptional performance. Whereas, negative motivation refers to the fear of reprisals due to failure (Hauser, 2014).
Question Four
Employee loyalty is essential compared to customer loyalty. The reason, when employees are satisfied they tend to improve their productivity hence quality service delivery and products. As a result, the service or product meets the customers’ expectation making them come over and over again (Men, 2014).
References
Espinilla, M., de Andrés, R., Martínez, F. J., " Martínez, L. (2013). A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222, 459-471.
Hauser, L. (2014). Work motivation in organizational behavior. Economics, Management and Financial Markets, 9(4), 239.
Herrmann, D., " Felfe, J. (2014). Effects of leadership style, creativity technique and personal initiative on employee creativity. British Journal of Management, 25(2), 209-227.
Men, L. R. (2014). Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction. Management Communication Quarterly, 28(2), 264-284.
