360-degree appraisal may have many advantages, but there is the argument that it can never really work because of the built-in biases, such as marking a boss well because you're due for a pay rise; marking yourself low so that you can be happily surprised by others' evaluations; marking peers down to make oneself look better.

Discuss as many built-in biases as you can think of, and suggest how they might be tackled and whether substantive improvements could be made. LO5