Management Organizational Behavior Exam 1 Practice

360-degree feedback gathers input from multiple sources who interact with the person—peers, direct reports, supervisors, and the individual themselves—creating a fuller, more balanced view of performance and behavior. This wide range of perspectives helps reveal strengths and blind spots that a single evaluator might miss and supports targeted development planning.

That’s why the statement that best describes it is the one that includes ratings from peers, subordinates, supervisors, and self. It isn’t limited to supervisors, it doesn’t guarantee reliability (ratings can vary and depend on how the process is designed and administered), and it doesn’t replace development coaching—rather, it feeds information used to guide coaching and development efforts.