Rewards Systems Clear Measurement
When a Main Enabling Process
is not present or working in your organization...
you will not achieve a Desired Organizational Characteristic
Probably because Leadership Practices are not working
Professor Kenneth Mackenzie, one of the world's leading experts on leadership and organizational design, has identified in his Holonomic Theory of Organizations the 12 Holonomic Processes [HP] that are the main enabling processes by which the 6 Desired Organizational Characteristics (DOC)are achieved.
Your Holonomic Top Down Assessment indicates that you feel that
HP10. Operating Equitable and Effective Rewards Systems
is not present or working in your organization.
So, you are not realizing
DOC3. Clarity of Measurement.
The Holonomic Theory of Organizations suggests that the underlying cause might relate to the following leadership Practices not being present or operating:
LP06. Linking the Organizational Rewards to Performance
LP09. Ensuring Consistency of Organizational Rewards
LP10. Ensuring Results Consistency with Strategic Direction
LP13. Using Tough and Realistic Standards
LP14. Ensuring Job Performance Standards
LP15. Applying Total Compensation Process
Also, with HP10. Operating Equitable and Effective Rewards Systems
not present or working, you will probably find that
DOC2. Clarity of Structures
is also not present or working.
Click here for a detailed description of the 6 Desired Organizational Characteristics [DOC]
Click here for a detailed description of the 12 Holonomic Processes [HP]
Click here for a detailed description of the 29 Leadership Practices [LP]
Remember that this "snapshot" is a preliminary assessment only, designed to illustrate areas where you might have problems.
A full on-line assessment probes in a deeper and more complex manner and provides specific insight and suggestions.
The Organizational Diagnostic Survey On-Line (ODS-OL) we use is the most advanced working technology for assessing organizations and its leadership practices. ODS-OL is based on multiple sources of information. ODS-OL does more than compile and analyze data: ODS-OL will derive conclusions about the results of the assessment and then derive recommendations based on these conclusions.
Use our ASK THE EXPERT form to contact Don Schwerzler - to learn how your organization can use ODS-OL to perfect the design and function of your organization.
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