Final answer:
Goals give direction and clarify expectations, but they do not guarantee worker participation or performance. Theory X and Theory Y offer different perspectives on worker behavior, and while performance appraisals aim to motivate, they cannot compel participation or ensure performance.
Step-by-step explanation:
Goals do many things within an organization, but they do not always ensure participation and performance from workers. While goals certainly provide direction, establish a frame of reference for feedback, and clarify performance expectations, they cannot guarantee that all employees will participate or perform to the expected standard. Theory X and Theory Y show conflicting views on human behavior at work. Theory X assumes people dislike work and must be coerced to perform, whereas Theory Y suggests people find work as natural as play and learn not only to accept but to seek responsibility. Performance appraisals, which are becoming more complex and may use 360-degree feedback, can motivate and assess job performance but cannot force improvement or participation. Additionally, understanding organizational structure and setting specific and measurable goals for one's role are important for succeeding and building a positive reputation in the workplace.