Özet:

360 degree feedback system is introduced as an alternative for traditional appraisals due to total quality management, participation in decision making and management, and liberal management which are commonplace in organizations. 360 degree feedback basically incorporates of gathering information from one’s self, peer, subordinate, supervisor, and customer about his or her performance and potential. Studies suggest that human resource practices are the most vulnerable to cultural relativity. This study examines importance of culture in 360 degree feedback system process by using cultural model (power distance, uncertainty avoidance, masculinity-femininity and individualism-collectivism) which developed by Hofstede (1980). The result of the study points out that implementation of 360 degree feedback system which developed for individualistic, high power distance and uncertainty avoidance cultures is not impossible for different cultures however, cultural differentiation should be taken into consideration in terms of adaptation and the compatibility of the system

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