什么是360度反馈 外文翻译

中文字数:2820,页数:6,  英文字数:1523,字符数:8283,页数:6

什么是360度反馈？[Published by Springer; 1st ed. 2000. 1st softcover printing edition (December 10, 2003)]
 一、名称有什么意义？
 360度反馈已标记的许多名字：
 • 多阅卷反馈
• 多轮反馈• 360度反馈• 360度评价• 540度反馈• 400度反馈• 180度反馈• 同行评议• 向上反馈
 数字显示，不同的阅卷组使用，所有这些条款代表了用不同的方式描述同样的事。因此，180度反馈叙述了自顶向下和自底向上反馈，数量大意味的是反馈更多的团体和整个组织。定义中该法适用于的条款是：
 对某一个人或集团系统地收集和反馈性能数据，来自一些在他们的工作表现中的利益相关者。数据收集是一项系统工程，即通过问卷或面谈做一些系统的收集的方式。这种正式的人的判断，来自自然的互动。在收集和反馈过程中，数据收集，然后再反馈给个体参与者的方式，旨在促进个体参与者，旨在促进参与者的理解和接受，并最终改变行为。无论是个人或一组的表现都要是可以衡量的。该数据的来源是参与者的利益相关者。各利益相关方的人（所谓‘答卷’）。他们都是受你的表现与参与者的处理方式，你足以能够回答具体问题，你与他们该如何进行互动密切相关。

外文原文一

WHAT IS 360-DEGREE FEEDBACK?
What’s In the Name?
360-degree feedback has been labeled by many names as:
• Multi-rater feedback
•All-round feedback
• 360-degree feedback
• 360-degree appraisal
• 540-degree feedback
• 400-degree feedback
• 180-degree feedback
• Peer appraisal
• Upwards feedback
All these terms represent different ways of describing the same thing. The numbers indicate the different rater groups used. Thus 180-degree feedback describes top-down and bottom-up feedback, whereas numbers greater than this imply feedback from more groups across the organization. The definition, which applies to all these terms, is:
The systematic collection and feedback of performance data on an individual or group, derived from a number of the stakeholders in their performance.
The data collection is systematic i.e. done in some systematic way via questionnaires or interviews. This formalizes people’s judgments coming from the natural interactions they have with each other. There is both a collection and a feedback process; data is gathered and then fed back to the individual participant in a clear way designed to promote the individual participant in a clear way designed to promote understanding, acceptance and ultimately changed behaviour. The performance of either an individual or a group can be measured. The sources of data are stakeholders in the participant’s (the person being rated) performance. Stakeholders are people (called ‘respondents’) who are both affected by your performance and deal with the participant closely enough to be able to answer specific questions about the way you interact with them.
Thus 360-degree feedback symbolizes transition from top-down, single-stakeholder, results-only measurement to something much more multi-dimensional and process-oriented.

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