The basic premises of goal setting theory are the relationship between how difficult and specific a goal is and people's performance. We live in a goal-oriented society as people usually stick to specific goals with a guiding action plan. Failure to achieve goals leads to job dissatisfaction. Locke's 1968 goal-setting theory was a powerful way to motivate people and is often used in entire organizations to increase focus and productivity. The more specific and difficult the goals are defined, the more likely it is that staff can achieve them instead of goals that are too vague or easy. An organization should consider the following five goal-setting principles: clarity, goal difficulty, goal acceptance, goal specificity, and feedback. Organizations that set clear, challenging goals and are open to honest feedback have a better chance of achieving goals. According to Locke and Latham (2002), goal setting can be useful in predicting job satisfaction. Job satisfaction is an important attribute for employee productivity and commitment to work
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