Final answer:
The statement that employees' performance management objectives tend to be different from the organization's goals is generally false. Performance appraisals aim to align personal goals with organizational objectives, although their effectiveness may vary based on the organization's culture and management practices like Theory Y.
Step-by-step explanation:
Employees' performance management objectives tend to align with the organization's goals is generally false. While theoretically, performance management systems should help in achieving organizational goals, the reality is that these systems are not always effective or well-received by either organizations or employees. Fletcher (2001) notes that the effectiveness of these systems is often compromised by their misuse or inappropriateness for a given organizational culture. In addition, management theories such as Theory X and Theory Y show differences in how managers view employee motivation and their role in the organization. Theory Y, in particular, emphasizes the alignment of personal goals with organizational goals through participative management, potentially leading to a better integration between employee objectives and organizational targets.
Regarding various statements provided:
- Performance appraisals can be an asset for organizations to achieve goals if used correctly.
- The effectiveness of performance appraisals and their use in managing and improving performance is a significant research area in industrial psychology.
- The Theory Y approach promotes the idea that employees function better when they can set personal work goals and participate in decision-making processes.