Bernard J. Duroc-Danner
Management
Well, first, the compensation structure, in simple terms, Jim, looks like this. 45%, balance sheet; 45%, income statement; 10%, safety, in simple terms, okay? Now as you go down the levels 4, 5, 6, to my level, I don't like the word level, but we're talking organization and that's probably the best word I can use, the definition of income statement and balance sheet becomes simpler and simpler, okay? As you go up the levels, they become more and more complicated, about more what you would be used to, okay? So someone who is like 5 levels down in the hierarchy, and we have a pretty flat organization as big of a company as we are, will not have the same sort of definitions with DSO, DSIs and that sort of thing, that someone who will just work directly with me or just 2 levels down. I'm not sure if that helps, number one. Number two, in terms of the organization being big, and therefore, it doesn't move, or put in another way, ignores what is being said and so forth, Weatherford doesn't only have sort of immaturity weaknesses, it has also immaturity strengths. What do I mean by that? You would be surprised, I am surprised and every time I calculate which is on a weekly basis, the level of, how should I call it, there is a great loyalty, bonding of great many employees within Weatherford for the company and that -- which means that we tend to, I used this word before in other conference calls, we tend to react in a tribal way, which is when there is a change in the way the drums beat, for lack of a better term, the tribe responds. What I'm trying to tell you, Jim, is from a cultural standpoint, every company is different and there are some strengths and weaknesses. And we know our weaknesses. We've seen them in '11 and '12. I don't have to draw you a map. But beyond those weaknesses, there's a great strength, which has people follow whatever is the direction, particularly the change of values. My comments are usually, vaguely [ph] pompous word, ethos. It's the word I chose carefully. The value system has changed. Value system would have changed 4 years ago, we wouldn't have had all the problems we had internally. There was a major distraction. It's not that we didn't understand we need it to be done. We just got seriously distracted to a degree that you probably cannot measure. The distraction is finished now, and the value system has evolved the way it should evolve, and it is understood. It really is.