Edwin understands that feedback is important for the goal$-$setting process to be effective. He likely believes all of the following EXCEPT:

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Employees who receive feedback on their progress achieve higher levels of performance than those who don't receive feedback.

Employees who are allowed to generate their own feedback may be more motivated than if the feedback comes from an outside source.

Goal feedback should only come from the direct supervisor.

Feedback on goals guides performance and allows the person to correct behaviors.