From: Frank Shipper [mailto:
FMSHIPPER@salisbury.edu]
Hello,
I will be presenting a paper at the Academy of Management entitled, "An
Examination of Self-awareness, and Improvement in Managerial Skills and
Effectiveness Based on Pre-Post 360 Feedback Data," that I thought might be
of interest to some of you. The abstract of the paper is below.
The presentation will be at 8:30 a.m. at the Marriott Wardman Park, Hotel:
Salon 3 T10. If you cannot make it, and would like a copy of the paper, send
me an e-mail off-line and I will send it to you. Hope to see you there.
Frank Shipper, Ph.D.
Professor of Management
Perdue School of Business
Salisbury University
Salisbury, MD 21801
Phone: (410) 543-6333
FAX: (410) 546-6208
E-mail:
fmshipper@ssu.edu
Home Page:
http://faculty.salisbury.edu/~fmshippe/home/
Abstract
Managerial self-awareness and improvements in managerial skills and
effectiveness are examined. In addition, the stability of a two-factor model
of managerial skills was examined for both independence of factors and
stability within and across two organizations. The results suggest that the
two-factor concept is relatively stable within and across the two
organizations. In contrast to prior studies, the two factors were found to
be relatively independent within and across each organization. Reasons for
this finding are explored. In addition, the results suggest the importance
of self-awareness for enhanced learning in a training situation based on 360
feedback. Contrary to some research, the results imply that the relationship
between self-awareness and managerial effectiveness is more complex.
Individuals who overestimated their skills were found to benefit
significantly less from the training than either accurate raters or
individuals who underestimated their skills. Whereas, individuals who
underestimated their skills were found to benefit more significantly from
the training than either accurate raters or individuals who overestimated
their skills. In addition, the results suggest that interpreting
self-awareness using 360 feedback may have to be done based on a contingency
approach. Discrepancy scores relative to self vs. others ratings should be
reported and interpreted based on whether they represent over, accurate, or
under estimation and not just the magnitude. In conclusion, a number of
suggestions are made as to further research that is needed on
self-awareness, learning and improved effectiveness.