Abstract: In modern society, a large number of production tasks are completed by people with collaboration. With collaboration, there will be individual performance and collective performance, and resource allocation based on performance identification will not only affect the organization, but also affect the fairness of society. Traditional performance recognition is based on measurement, while collective performance is regarded as the sum of all measurable individual performance. Due to the neglect of the immeasurable things in the cooperative relationship, this way actually leads to the unfair distribution inside and outside the organization. To promote the fairness of performance recognition and resource allocation, we need to distinguish different collaborative relationships. Among them, non-professional collaboration can be regarded as an investment relationship, and each collaboration relationship corresponds to a collaboration efficiency, so that individual performance and collective performance can be accurately calculated. There is a break between individual performance and collective performance in professional collaboration, that is, collective performance cannot be regarded as the sum of individual performance. In this relationship, we can consider the sum of measurable individual performance as half of the collective performance, and the unmeasurable performance as the common contribution of all collaborators, so as to calculate the individual performance of all collaborators. This will make the performance-based organization distribution more equitable, and will also promote fairness and justice at the social level.

Key words: division of labor and collaboration, individual performance, collective performance, fair distribution