Which outcome is most likely when employees participate in goal setting?

• A. They are less accountable
• B. They require more supervision
• C. They have greater ownership of the goals
• D. They ignore the plan

Answer: (C)

Participating in goal setting boosts ownership and commitment. When employees help choose targets and map out how to reach them, the goals feel personal rather than imposed. That sense of ownership makes them more willing to put in effort, stay persistent, and align daily actions with the desired outcomes—like delivering better service or improving efficiency. Because they helped shape the plan, they’re more likely to follow it and monitor progress, which enhances accountability. The other outcomes don’t fit as well: involvement doesn’t make people less accountable or require more supervision, and it doesn’t lead to ignoring the plan. The most likely result is greater ownership of the goals.