Unlike individual incentive programs, group and company-wide incentive programs reward individuals based on a group (i.e., cost savings in a department) and company-wide (i.e. profits) performance standards, respectively. Under group and company-wide incentive programs, it is possible for poor performers to benefit without making substantial contributions to a group or company goals. What can companies do to ensure that poor performers do not benefit? Be sure to use terms unique to compensation and human relations to answer this question.