Deceptively small in column inches, a recent New York Times article holds large meaning for us in business. The item concerned one Daniel Provenzano, 38, of Upper Saddle River, N.J. Here is the relevant portion:

　　When he owned a Fort Lee printing company called Advice Inc., Mr. Provenzano said he found out that a sales representative he employment had stolen $9,000. Mr. Provenzano said he told the man that “if he wanted to keep his employment, I would have to break his thumb.” He said another Advice employee drove the sales representative to Holy Name Hospital in Teaneck, broke the thumb with a hammer outside the hospital, and then had a car service take the man home after the thumb was repaired.

　　Mr. Provenzano explained that he “didn’t want to set an example” that workers could get away with stealing. The worker eventually paid back $4,500 and kept his job, he said. I know that you’re thinking: This is an outrage. I, too, was shocked that Provenzano was being prosecuted for his astute management. Indeed, I think his “modest proposal” has a lot to teach managers as they struggle with the problems of our people-centered business environment. Problems such as ….

　　Dealing with the bottom 10%. GE made the system famous, but plenty of companies are using it: Every year you get rid of the worst-evaluated workers. Many managers object that this practice is inhumane, but not dealing with that bottom 10% leads to big performance problems. Provenzano found a kinder, gentler answer. After all, this employee would have been fired virtually anywhere else. But at Advice Inc., he stayed on the job. And you know what? I bet he become a very, very — very — productive employee. For most managers Provenzano’s innovative response will be a welcome new addition to their executive tool kit. And by the way, “executive tool kit” is clearly more than just a metaphor at Advice Inc.

　　Being the employer of choice. With top talent scarce everywhere, most companies now want to be their industry’s or their community’s most desirable. Advice Inc. understood. The employee in question wasn’t simply disciplined in his supervisor’s office and sent home. No, that’s how an ordinary employer would have done it. But at Advice Inc., another employee — the HR manager, perhaps? — took time out his busy day and drove the guy right to the emergency room. And then — the detail that says it all — the company provided a car service to drive the employee home. The message to talented job candidates comes through loud and clear: Advice Inc. is a company that cares.

　　Setting an example to others. An eternal problem for managers is how to let all employees know what happens to those who perform especially well or badly. A few companies actually post everyone’s salary and bonus on their intranet. But pay is so one-dimensional. At Advice Inc., a problem that would hardly be mentioned at most companies — embezzlement — was undoubtedly the topic of rich discussions for weeks, at least until the employee’s cast came off. Any employee theft probably went way, way — way — down.