The basic premises of goal setting theory are the relationship between the difficulty and specificity of a goal and people's performance . We live in a goal-oriented society, in which people generally adhere to specific goals with an action plan to guide them. Lack of goal achievement leads to job dissatisfaction. Locke's goal-setting theory, dating from 1968, is a powerful way to motivate individuals and is often used in entire organizations to increase their focus and productivity. The more specific and difficult the goals, the more likely staff are to achieve these goals rather than being too vague or easy goals. An organization should consider the following five principles when it comes to goal setting: clarity, goal difficulty, goal acceptance, goal specificity, and feedback. Organizations that set clear, ambitious goals and are open to honest feedback are more likely to achieve their goals. According to Locke and Latham (2002), goal setting can be useful in predicting job satisfaction. Job satisfaction is an important attribute of employee productivity and commitment to the job.