I think a partial answer, Mr. Chairman, is that it is a standard management technique to set objectives that you then prod your people to try to meet. Certainly, my colleagues and I at this table use these objectives in order to poke and prod away at our colleagues in the department and in other departments in order to encourage them to improve.
If we had set a target that was too low, I think it would be much harder to be able to incite people to meet an objective such as the one that we have set. We could have set a different one—there's nothing magical about it—but the objective really is to set it high enough and make people stretch to try to reach it over a number of years.