A traditional approach in implementing reward systems is reward employees for the positions they fill as indicated by their job description and not necessarily by how do their work. In other words, employees are rewarded for filling a specific slot in the organizational hierarchy. In such traditional pay systems, one’s job directly determines pay and indirectly benefits and incentive received. Typically, there is a pay rang that determines minimum, Midpoint and maximum rats for each job. For example, a university may have five ranks for professors who have just been hired: