1. What are the key elements of Morgan Stanley’s 360ο performance evaluation process?

The first key element, which is also the name giver for the new evaluation process, is the 360 degree feedback. The new system is based on the idea that a professional should be evaluated by colleagues from all levels of hierarchy, be it superiors, peers or subordinates.
This is an innovation, compared to the previous system, according to which the evaluation of a professional was performed by a group of professionals, superior to him/her in the hierarchy. The 360 degree title refers to the periphery of a circle that encompasses the individual, which is exactly the sum of professionals, of all ranks, who can provide constructive feedback to the professional, as opposed to just their supervisors’ opinions which only makes up for a portion of their surrounding professionals, which can thus be described as “part of a circle, but not all”.
The aim of 360 degree feedback is that the one-sided perspective of the supervisors is eliminated. This perspective is usually formed by the special nature of the relationship of a given professional to their supervisors. That relationship is usually similar to that of a parent to a child or an authority to the people. The relationship between a parent and a child is characterized by the child’s tendency to execute to its parent’s orders, either out of respect or out of love. It is also characterized by a child’s tendency to ask perks from its parent, and usually performing requests, in order to receive them. Similarly, the relationship between authority and people is a process of ordering and obeying, or sometimes a rebellious tendency to disobey secretly. On both examples, the superior entity tends to see an individual, who is trying to cope with their demands in the best way, or sometimes in a not so effective or productive way. In any case,