CASE STUDIES

Multi-Source (360 Degree) Feedback: A Case Study and Evaluation — Keenan, J. P. (1996) word | pdf (please note - these files are large and may take some time to download)
This study examines the two-year experience of an organization using multi-source (360 degree) feedback as an integral part of its effort to address a number of critical issues being faced. These included: (1) a projected turnover through retirement of over 40% of their managerial staff; (2) a need to develop a succession system to replace these managers with qualified and competent individuals; and, (3) a need to create an organizational culture and environment which would foster higher levels of employee motivation and performance. The study examines the initial strategy and plan for addressing the situation, the role of multi-source (360 degree) feedback in this plan, the results of using multi-source feedback, managers perceptions of their feedback constituency groups, and managers perceptions of their experience with this process. Limitations of the study are discussed and recommendations offered for management training and development as well as future research directions.

Turning Managers Into Leaders: A Case Study in Leadership Program Development — Keenan, J. P. and Parikh, R (1999) word | pdf
As we rapidly approach the year 2000, those in leadership positions in our major organizations continue to feel the pressures and stresses of continuous change. New technologies, changing markets, a more demanding workforce, and increasing global competition stretch even the best to their limits. Unfortunately, those in leadership positions often do not possess true “leadership skills and perspectives” to supplement their “management” responsibilities and tasks. The common critique that often underlies why our organizations fail to maintain their competitiveness concerns the fact that in most cases, our organizations are “over-managed” and “under-led”. As we approach the transition to the year 2000, the important question that needs to answered is – will our managers be able to make the transition to “leader”?