In brief, Phillip Rutherford asked, "Has the use of such an instrument ever resulted in an actual increase in workplace productivity (except for the 'General Electric' or 'Hawthorne' syndrome), individual skills and knowledge, or achievement of organizational goals and objectives?"
In my experience and research, the selection and use of a "good" instrument is a necessary, but not a sufficient condition for change to occur. The properties that I find essential to ensure selection of a good instrument beyond standard psychometric properties are (1) the dimensions must be meaningful/understandable to its audience; (2) the instrument should focus on specific skills and not just frequency of behaviors; and (3) the instrument must incorporate assessment by others. The problem with self-assessment is that they may be self-illusions and the people that hurt their organizations, others, and themselves the most often have significant self-illusions. The instrument that I have had success with in improving organizations based on both performance and other measures is the Survey of Management Practices. There are now two versions of this instrument. Both the original, long version and a newer, short version. Both versions are available from The Booth Company (800 332-6684).
The necessary conditions revolve around what happens to the feedback derived from the instrument. What type of immediate training do the individuals receive on the interpretation of the data and preparation in using the feedback when they return to their daily work environments? Do the individuals use it when they return to their daily work environments or are they OBE (Over taken By Events)? What supporting systems does the organization have in place to assist individuals in changing? Is there follow-up feedback to reenforce both the changes that have occurred and the need to change?
If you are still with me and would like more information, please visit my home page listed below. You will find some of the exercises that I use in the training on it. In addition, you will find an annotated bibliography including research on the instrument, pre-post studies on the effectiveness of the instrument and associated training, advice on how to use 360 feedback, and other related articles.
Frank Shipper Phone: (410) 543-6333
Perdue School of Business Fax: (410) 548-2908
Salisbury State University E-mail:
fmshipper@ssu.edu
Salisbury, MD 21801
Home Page: http://perdue.ssu.edu/~fmshippe/welcome.htm