2. Unlike individual incentive programs, group and companywide incentive programs reward individuals based on group (e.g. cost savings in a department) and companywide (e.g. profits) performance standards. Under group and companywide incentive programs, it is possible for poor performers to benefit without making substantial contributions to group or company goals. Does that matter? Why or why not? If it did matter, what should the company do to ensure that poor performers do not benefit?