Goal setting is mostly used for short periods because it is easier to plan for the short term than the unpredictability of the long-term future. Key principles of goal setting state that goals should be clear, challenging, involve team commitment, constructed feedback and complexity, and use a SMART (Specific, Measurable, Attainable, Relevant, Time-Bounds) framework (Latham, 2003 ). However, it is not without limitations, goal setting theory depends on the individual's commitment to the task (Locke & Latham, 2002). Goal setting theory is recognized in the success of an organization by applying their principles and observing their SMART framework to achieve goals. NUMMI does not actually take advantage of the SMART framework established by goal-setting theory, while they do get employees to perform tasks that meet both skilled and unskilled classifications, they have chosen to abandon the skilled job classification in general. Instead NUMMI allowed greater flexibility for workers and gave them the authority to decide on the standard and layout of work which has been shown to have a positive effect on the individual's performance (VandeWalle, Brown, Cron, & Slocum, 1999); it can be argued, however, that this is not the most productive action that NUMMI can take. Like the lack of a specific goal