After reviewing the Wilson Brothers Case Scenario, as the new director of Human Resources I came to find many conclusions. First off internal Equity is the relationships between the various jobs within an organization? What does each of these jobs entail and how much does each get paid? These relationships among different jobs inside an organization form a pay structure that should support the organizations strategy, support the workflow, and motivate behaviour toward achieving the organization objectives.

1. Having a pay structure to ensure that everyone who has various jobs is paid accordingly. To have that differential for each individual who works for Wilson Brothers Limited. The different levels of skills will based on their pay rate.
2. Content and value at Wilson and Brothers should be in place more. knowing what work is done and how it is performed at the organization. Also the value of the work and how much is it worth.
3. looking into the Person-based structure it seems to be not in place. There is no focus to the employees and their skills or performances.
4. Workflow Wilson Brothers is having difficulty keeping product and prices low also that transportation cost has gone up.
5. Motivating behaviours, Williams Brothers doesnt seem to be providing pay increases for promotions, more challenging work, and greater responsibility as employees move up in the job structure.

I see the current situation that employees are going demand pay rates for the different work or skills within the organization. I can see employees trying to build new skills but not being compensated for it. The tournament theory says it best Relationship between motivation and performance. The More motivation you give the employees the better the performance will be.

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