The ideal work life is one where workers love what they do, make high incomes in the process, and have balanced and enjoyable lives outside of work. In Vice City, everyone will be guaranteed work roles after graduation and it is a mandatory law for firms to allocate work spaces for new-graduates; the number of spaces will depend on the size of the company and the existing work force requirements. The distribution theory Vice City utilizes explains: if everyone works, then there will be less work for each person to achieve the same output, and as a result there will be more time for each individual to spend time outside of work. For new-graduates, university degrees and academic performances will determine where they start but have no significant impact afterwards. Job role assignments will be based on 1) passion for the role and work 2) intelligence and work ability. Therefore, those with ability but work only for the money will be evaluated lowly while those with passion but without the ability to fulfill those roles will also not considered. Work promotion will be based on work efficiency, consistent performance, and leadership abilities. In organizations, promotional evaluations will be largely based the comparison of quantifiable results. Thus, there will be no room for promotion according to likes, dislikes, relationships, or social class influences. Decision making will always be centralized where the head office needs to finalize all implementations but branch teams can suggest creative ideas.
As for work life itself, while work environment will partly be based on individual organizations, Vice City will try to enforce a national standard. For workers, team work is important but individual ability is just as important; constructive criticism of superiors is never an offence. In addition, exploration, creativity, and cooperation will be valued while selfishly maximizing self-interest at the expense of others will be looked down upon. The work environment Vice City is trying to enforce is one where firm profitability is important but worker welfare is equally important. In terms of worker pay, all high productivity should be rewarded by incentive pay, and annual bonuses based on firm performance should be distributed accordingly. For non-productive workers, the lay-off process should be more humane; they should be given a 10 week prior warning, and job seeking assistance afterwards. If workers improve on productivity during this process, their lay-off decision should be reconsidered. After long work lives, when workers retire, they will be paid continuously with monthly allowances by Vice City proportional to their contributions during their working lives.
“Rank was awarded on the basis of virtue, work was assigned according to office, reward was distributed according to the amount of labor done, and salary allotted in proportion to the effort expended. And so officials were not guaranteed constant nobility and people did not have to perpetually remain in a humble state. Those with ability were promoted, those without ability were demoted. This is what it means to, ‘Promote public righteousness and prevent private resentment.’”
-Mozi, Chapter Eight: Honoring the Worthy
In the context of this quote, Mozi was referring to both state ministers and simple job roles such as a farmer. As long as the individuals had talent, they were rewarded materially and given proportional power. He believed that by doing so, the state order would become stable. However, Vice City believes in interest as a manifestation of talent; if one finds interest in the subject, then one can excel in it. Therefore, Vice City values both passion and ability equally and stresses that passion makes one work harder and longer in that particular role creating social stability.
A particularly hotly debated topic in the market is CEO and executive compensation. In Vice City, top executive pay will be restricted at a 30 times difference to the lowest paid employee in the organization (as opposed to 300+ times in U.S.). In order for executives to achieve higher pay, they need to cover the bottom level of the organization. The objective of this restriction is to close the gap between wealth distributions.
