Final answer:
Selective performance measurement may lead to distorted priorities and neglect of essential aspects due to a focus on selective metrics that do not align with the overall goals of the organization. Option c
Step-by-step explanation:
The disadvantage to selective performance measurement related to goal displacement caused by inconsistencies between official and operative goals is c) May lead to distorted priorities and neglect of essential aspects.
Selective performance measurement can lead to goal displacement when the measures used to appraise performance do not align well with the actual goals of the organization.
This misalignment occurs because the official goals (what the organization says it wants to achieve) do not match the operative goals (what is actually rewarded and therefore pursued by employees).
When employees are assessed and rewarded based on a narrow set of performance metrics, they might focus too much on those measures to the detriment of other important, but not explicitly measured, organizational objectives.
This narrow focus can create distorted priorities and cause employees to neglect aspects of their work that are essential for the long-term success of the organization, but which are not captured in the performance metrics.
For example, if a company solely measures success through sales figures, employees may neglect customer satisfaction or product quality, which could harm the company in the long-term. Performance appraisals should ideally help organizations achieve their goals by motivating employees, as employees are known to seek feedback.
However, the efficacy of such appraisals depends on the systems used and their fit with the organization's culture. This is an area of active research in industrial psychology. Option c