Do you think levels of pay contribute to Twitters success?
I think the salary levels of Twitter have contributed to the success of the organization. Talented people in business are highly sought out given the contribution that they bring to the organization. They are the persons that are skilled in bringing revenue to the organization. It is their effort that drives the survival of the organization. Further, pay has the ability to reduce staff attrition rate. Losing key employees can be expensive both through recruitment processes and loss of income in the period when the organization is busy recruiting. So by Twitter paying high salaries to the smartest and best engineers means that they can create adequate revenues to pay themselves and still make a profit which is the central measure of success.
Recommendation on salary expenditure
My recommendation would be that Twitter sets salary caps for each level with additional income being earned on bonuses based on performance. Twitter is already operating in an expensive labor market and is struggling to maintain top executives. The bonuses will motivate employee retention while the caps will offer the opportunity to maintain the payroll of the organization within acceptable levels. Bonuses pegged to performance increase employee loyalty and increase the chances that employees will be good custodians of the secrets of the entity. Bonuses will further enable the Twitter to maximize the input of its employees which contributes its overall success.
Personal Payment Preferences
I would prefer to pay individuals in an organization as opposed to group or organizational performance. Companies have individuals that stand out in tasks compared to their counterparts and thus deserve personal acknowledgment. There are individuals in an organization that are willing to put in more work hours and extra effort in a bid to achieve their targets. Although the ultimate goal of the organization is towards a common goal and the efforts of employees are driven towards achieving such purposes, there are those individuals that are more driven while others are laid back. It would mean that paying as a team would see the laid back persons enjoying in the labor of the hard working persons. Employees that put extra effort into their tasks would also not be punished for the poor performance of their teammates. Further individual compensation aids in competition. Internal competition is vital in enabling employees to meet not only their targets but also surpass them.
My personality is intrinsic
My personality is intrinsic as I believe that people work hard in order to achieve personal satisfaction and for the interest of the tasks as opposed to extrinsic who are driven by the need for a reward. I am in the millennial generation of people born in the years between 1980 and 1995 (Bejtkovský, 2016). It is a generation of persons born in a global community that need to work with minimal bureaucracy and want an open working environment that encourages inclusivity in decision making. The millennials tend to exhibit intrinsic personality as they seek more than to work in a stable environment where they earn an income at the end of the month but have the desire to grow with the organization. They desire to stay relevant in the organization as they develop experience and knowledge.
References
Bejtkovsky, J. (2016). The Employees of Baby Boomers Generation, Generation X, Generation Y and Generation Z in Selected Czech Corporations as Conceivers of Development and Competitiveness in their Corporation. Journal of Competitiveness, 8(4), pp.105-123.
