Running head: SYSTEM ANALYSIS AND DESIGN 1

System Analysis and Design

Name

Institution

I have chosen Survey monkey for this project, survey monkey is suitable for companies that

need to have valuable data insights across their organization to be more competitive, the data form
System Analysis and Design 2
survey monkey will allow the company to grow with over 30% annually, the survey is useful in

both product development, customer success, therefore, the leading companies can use the tool to

improve decision making through improved insights and data visualization. The major challenges

facing many organizations is that data does not move as fast as the business decisions, the major

challenge is to make the data as accessible as possible and make it tied to the organizational goals.

Therefore, IT leaders may use the survey tool to get data out of the silos, and hand it over to the

individuals who need it.

After carrying out the survey, I found the survey useful especially in the improvement of the

leadership skills. I have to improve my self confidence that scored low during the survey. I have

therefore to master different skills and situations and knowing the real value of the work that is to

be done, this way, the confidence will be boosted and I will be able to analyses the things that have

been achieved. From this point, I will be able to make the best use of the weaknesses points and

even consider training on my SWOT analysis.

I also learned from the leadership survey that I have to develop leadership skills by

improving my attitude and outlook. I need to have a positive mindset that is associated with a strong

leadership, I need to be more positive and have a happy face, develop a sense of balance and

increase my humorous side.

On the supervisor results, the supervisor need emotional intelligence and improve hi

communication skills. He lacks the understanding of the special talents and take into perspective

other people’s thoughts (Funderburg& Levy, 2017). The supervisor need to provide vision for the

future and present the vision in a way that members of the team can understand. The first element is

having a breakthrough knowledge of the kind of work he need to be accomplished, with these tools,

an organization can identify goals to be prioritized.

System Analysis and Design 3
According to Fleenor ( Fleenor et al, 2008), a leadership survey should increase self-

awareness and the participants would be given a feedback of a report that includes their strengths

and weaknesses and the areas that they need to improve. This will give the employees insight in

their behavior hence increase a deeper understanding of their expectations, there is a deeper

understanding when an individual compares their self-assessment with that of other raters. The

author also argues that any questionnaire has a feedback review (Da, Fleenor, J. W., Atwater, Sturm

& McKee, 2014). The questionnaire should help in making the feedback reviews and making rules

that help participants in managing expectations and align themselves with the support that is

available. Employees therefore need to be motivated at work, they need various challenges and

interesting work, they therefore need skills and jobs to decide how to help themselves shine at their

work place.

Advantages of 360-degree Feedback

The feedback mechanism brings people together and it has the most valuable feature of

implementing the Agile Performance, as the name shows, the 360 degree feedback gives feedback

from everywhere; mangers, subordinates and peer groups (Wimer & Nowack, 2018). When applied

appropriately, it will provide a unique opportunity to uncover areas that may need development and

these feedback vcan be used in the personal development plan, these are useful info that may have

not been used without the feedback.

Disadvantages

There may be inadequate feedback; feedback can be inadequate such that they may be

filtered or edited in some way, meaning that it may not be 100% . The effect is that individual being

surveyed may be less frank with their answers hence leading to irregular results. Employees must

therefore understand that the feedback is subjective and constructive.

System Analysis and Design 4

References

Funderburg, S. A., & Levy, P. E. (2017). The influence of individual and contextual variables on
360-degree feedback system attitudes. Group & Organization Management, 22(2), 210-235.

Wimer, S., & Nowack, K. M. (2018). 13 common mistakes using 360-degree feedback. Training
and Development-Alexandria-American Society for Training and Development, 52, 69-82.

Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in
leader and leadership development: A review of 25 years of research and theory. The
leadership quarterly, 25(1), 63-82.