According to the concept of the goal-setting theory, task performance has a correlation with the setting of goals because there is motivational driver working in the mind and body language of an organizational member (Robbins & Coulter, 2014). This implies that task performance can be positively influenced by the setting of goals only if the goals set are measurable and time-based. The goals must also be such that there can be differentiation between one goal and another. Therefore, when proper feedback is provided to an organizational member about the best ways to achieve a set goal, it becomes a sign of positivity in driving motivation (Robbins & Coulter, 2014).