T010 - 1page

*TREAT THIS AS URGENT* *Use the file attached, expand the response to 250 words each* 1.The pay for performance method that I decided to choose was the Organizational performance method. The company that I decided to choose was the Google company who implemented an innovative incentive compensation system. Google has created three different bonuses which are the "Peer Bonuses", Performance Bonus, and the Collective Bonuses for the employees that work for them. The Peer Bonus refers to how employees can transfer the $150 dollars given to them to another employee who helped with Google's development in production. The Performance Bonus refers to each individual and their performance, job position, and a multiplier rate. The last bonus that Google had implemented is the Collective Bonus which is "rewarded periodically to all Google employees based on the various bonus programs in operation throughout the multinationals various divisions." These bonuses all narrow down to how the individual performs in the company and how their work experience and performance determines the bonus that they receive. In Matthew 6:24, the bible says "No one can serve two masters, for either he will hate the one and love the other, or he will be devoted to the one and despise the other. You cannot serve God and money." This is a good verse to live on when you are working for any company because you do not want to fall into the trap of serving the wrong God because your mindset is too caught on making money. It is understandable that you have to live but it is not understandable to put the priority of making money before serving the Lord. 2.Walmart recently has been implementing new positions and a new pay system in their stores. The new roles will include small teams of associates that will be cross trained. There will also be new leadership roles which they hope will develop and empower their teams. A new team lead role will lead and develop associates. This method has been tested and encourages associates to support each other and work together. There will be a new pay structure built around higher-skilled jobs of the future (Smith, 2020). The new leadership roles will start at a higher pay rate and certain salaried managers will receive a pay raise. I believe this would be considered group pay for performance because certain groups of associates will be receiving pay raises and higher base pay. Walmart seems to be focusing on their employees and trying to create a work environment that will encourage employees to stay with them. They also talk about investing in areas such as pickup and delivery since it is becoming more popular and will only continue to grow. They also state that they are re-investing to provide associates with higher and more consistent base pay (Smith, 2020). They state that they are shifting to meet the needs of customers and investing in their associates at the same time. In order to implement these changes, they will transition employees into their new positions. The employees that do not get a new position will keep their current position or be moved to a similar role. These employees will also be able to stay with the company even if they are not chosen for a new role and they can keep their same pay through at least October 2021 (Smith, 2020). For the change in pay, changes were made in October and took the place of normal annual increases in February or April. Since the change in pay system was so recent, and is not fully implemented, I was unable to find results on this new transition.