HR Pulse - Spring 2008 - (Page 42) >> ACCOMPLISHING EXCEPTIONAL PERFORMANCE maintain in that it is the employees within the company who tend to compel high levels of performance of all who work there. As such, it does not require on-going monitoring and control by managers. As a consequence, this approach to accomplishing high levels of performance frees up managers to do work that moves the organization forward, not spend excessive time monitoring performance of employees. The importance of culture in an organization is well known. Culture has been shown to have a dramatic impact on the viability of an organization. Moreover, it is through the development and maintenance of a culture of exceptional performance that organizations can realize high levels of performance and do so much more effectively than can be accomplished through merit pay. Consider the following: Strategy 2: Culture is likely the single most powerful force that shapes the employees’ behavior. Any time an employee behaves outside the parameters of the norms for that group, the other employees within the group act to compel the aberrant individual to change his/her behavior. Strategy 3: If an organization is successful at aligning norms within the various areas of that organization with the stated values of the organization, then the behavior of the employees will be consistent with what is hoped for by the management of that organization. If there is a norm of excellence and employees accept the norm of working in a manner that provides excellent results, then the vast majority of employees will work in that manner. The motivation is provided by the desire to be part of the organization and, even more powerfully, to be accepted by co-workers. Strategy 1: Cultures within an organization are largely driven by the values and norms within that organization. 42 HR Pulse Spring 2008 Your compensation consultant should be focused on one goal: YOURS. Executive and physician compensation becomes more and more complex every day. That’s why board members, compensation committees, and executives look to SullivanCotter—for help creating total pay packages that support your business objectives and mission while meeting regulatory requirements. Because we offer no ancillary products or services, you always know that our recommendations are based on what’s right for your organization. Now more than ever, you need a trustworthy leader to help you navigate this ever-changing environment. Talk to SullivanCotter today. I N T E G R I T Y. I N D E P E N D E N C E . I N S I G H T. www.sullivancotter.com | 888.739.7039 300865_Sullivan.indd 1 9/22/06 8:22:19 AM
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