In performance management, performance goals are primarily used by organizations to achieve which of the following purposes?

Introduction / Context:
Performance goals are an essential part of human resource management and performance appraisal systems. They provide targets or standards that employees are expected to reach over a defined period. This question examines your understanding of why organizations set performance goals and what they are mainly used to measure. Recognizing that performance goals relate to measurable outputs and productivity is important for business awareness and management related exams.

Given Data / Assumptions:

• Performance goals are set for employees or teams.
• Options describe different possible uses of these goals.
• One option mentions measuring productivity.
• Other options mention evaluating attitude, measuring effectiveness only, or communicating nonverbally.

Concept / Approach:
Performance goals convert organizational objectives into specific, measurable outcomes for individuals or teams. Productivity is commonly defined as output per unit of input, such as tasks completed per hour or sales per representative. By setting clear goals related to output, quality, or timelines, management can compare actual performance with targets and evaluate productivity. While performance goals may indirectly influence attitudes or communication, their main formal function is to measure and manage how much work is accomplished and how well it aligns with required standards.

Step-by-Step Solution:
Step 1: Recall that performance goals are usually expressed in measurable terms such as numbers, deadlines, or quality standards. Step 2: Note that these measurable targets help managers track how much work is completed and how effectively resources are used. Step 3: Connect this with the concept of productivity, which focuses on the relationship between outputs and inputs. Step 4: Recognize that the option Measure productivity directly reflects this purpose of performance goals. Step 5: Conclude that measuring productivity is the primary use, while other listed uses are secondary or incorrect.

Verification / Alternative check:
In many organizations, performance goals are part of management by objectives systems. For example, a sales representative may have a target of closing a certain number of deals in a quarter, and a production worker may have a goal for units produced with minimal defects. After the period ends, managers compare actual results with goals to evaluate performance. This process directly measures productivity and helps inform rewards, training, or corrective actions. It is not focused mainly on judging attitude or communicating messages nonverbally, reinforcing that productivity measurement is the central purpose.

Why Other Options Are Wrong:
Determining a worker attitude is incorrect because attitude relates more to behavior and feelings, which are assessed through observation, surveys, or feedback rather than numeric performance goals. Measuring effectiveness but not efficiency is also inaccurate because goals often incorporate both aspects, such as quality, timeliness, and resource usage. Communicating nonverbally is clearly wrong, since goals are usually written or verbally discussed, and their purpose is tracking and guiding performance, not silent communication. Therefore, these alternatives do not capture the main function of performance goals.

Common Pitfalls:
Some learners may think performance goals are mainly about motivation or discipline rather than measurement. Although they can motivate employees, their formal role is to provide clear benchmarks for evaluating performance. Others may confuse attitude with performance, but a positive attitude does not guarantee high output. To avoid mistakes, remember that performance goals are tied to numbers, deadlines, and results, which are all aspects of productivity. Always link the term goal with measurable performance outcomes when answering similar questions.

Final Answer:
Performance goals are primarily used to measure productivity by comparing actual results with predefined measurable targets.