Wayne wrote responded to Tom's comments about performance-based pay.
>I honestly believe that a fundamental component of competitiveness is the
collective >ability of employees to sense change and respond to it. When
>combines with and promotes organizational philosophy, communication of
>what an organization wants from its employees (based on what it is willing
>to pay for) becomes clear and consistent.
We use a systematic approach in building job descriptions which encompass
this approach. We call it performance-based job descriptions. The approach
is quite simple. We contend that organizations that develop, measure, and
track people against performance objectives that focus on future desired
results (vs. the ability to do the job today) achieve a better match
between overall strategic goals and individual performance, employees have
the ability to learn and adapt to achieve the future results (whether they
be targets out 3 months or 3 years), and finally performance increases
when employees know what is expected of them (this compares sharply with
the current state of affairs where most people really have no idea what is
expected from the organization.
If anyone would like more information on this concept of building
performance-based job descriptions that encompass many of the principles
of a learning organization, please feel free to e-mail for additional
-- Barry Deutsch The Adler Group Staffing Strategies and The Managers' Edge Seminar Programs World Class Staffing Software for Hiring Managers Performance-based Executive Search E-mail address: email@example.com/Compuserve support in MBAWARE Forum Telephone: (310) 378-4571/Fax: (310) 791-4433