Organizational Quotes

The problem of the negro is so criminal that many individuals and organizations are going to have to sacrifice what they call their organizational principles if someone comes up with a solution that will really solve the problem.

I have no money to give to you but I have ideas and organizational capacity.

It's important for me to show my children the richness of life and be a role model. I find that my organizational and management skills are tested more at home than at work!

Titles or organizational structures, that’s not the lens through which we see our peers.

Focusing on strengths is the surest way to greater job satisfaction, team performance and organizational excellence.

Jesus made clear that the Kingdom of God is organic and not organizational. It grows like a seed and it works like leaven: secretly, invisibly, surprisingly, and irresistibly.

We love to think this fundamentalism and terrorism is all about poverty, and, of course, it has a connection. You can see that these people not only are poor but they have no outlets. These governments allow no opposition. So what do people do? They go to Islam. It's the only organizational institution where they can express their feelings. But it's not about poverty. I've never seen a single demonstration in which the people have come out with signs saying, "Please give us better roads. Please give us new prenatal clinics. Please give us a new sewage system."

[A] process was going on in which people were transformed into things, into pieces of reality which pure science can calculate and technical science can control. … [T]he safety which is guaranteed by well-functioning mechanisms for the technical control of nature, by the refined psychological control of the person, by the rapidly increasing organizational control of society – this safety is bought at a high price: man, for whom all this was invented as a means, becomes a means himself in the service of means.

The good things at the U.S. health care system are that we have a well-trained labor force, particularly physicians; I don't think any nation trains doctors better. We have the latest technology, simply because we throw so much money at it. We are really technology-hungry in this country. That's a good thing. Our system more treats patients like customers, which is a good thing; that it's very customer-friendly. And it's very innovative, both in the products we use, in the techniques we use and the organizational structures we use. Those are all very good things, highly competitive.

I started in the law; and the study of law, when it precedes the study of economics, gives you a set of foundation principles about how human beings interact. Economics is very useful, and I studied economics in graduate school. But without understanding the social and organizational context of economics, it becomes a theory without any groundwork.

I think that Walter's [White] whole career is indicative of a large degree of egocentricity. Perhaps to be generous, you would have to say that he was a product of his period, which was that of self-projection in the name of organizational interest.

Recognition of the harm that patriarchy has caused to people and the planet does not mean that men are wrong and women are right; rather it is a call for new organizational forms and for relishing gender differences within a context of equality.

The Lord had the wonderful advantage of being able to work alone. Answering why he had not implemented organizational reforms after five months when 'God created the universe in seven day

To me the church's problem would be a hundred times worse if you felt everyone has written the church off, they don't want to know, there just aren't people to turn to. But it's exactly the opposite: there are such people. We have to find a way in our organizational life to get out of their way, clear the path to find more of these people, and empower them.

I'm an organizational fanatic. I created a locker room that the children pass through when they come in the house. Each child has a personal locker, and every day when they arrive home from school, they dump their stuff there-backpacks, shoes, soccer uniforms. I organize them by season.

There are many structural changes, both in organizational practice and social policy, that must also change to enable men and women to have the freedom and support to pursue the lives they want to lead. Fortunately, many more people are today engaged in these efforts than when started working on this issue decades ago.

Co-operative enterprises provide the organisational means whereby a significant proportion of humanity is able to take into its own hands the tasks of creating productive employment, overcoming poverty and achieving social integration.

Companies tend not to recognize that the way global projects have to be organized and run is fundamentally different from how co-located projects are managed. Everything is different in global projects from the need for organizational stability, a shared strategic context driving the project, the building of a competence in dispersed working, greater focus on planning the project to the need for trust between sites. Yet, most firms merely transfer their co-located best practice to a global arena. This will inevitably result in problems, delays and cost overruns.

Success demands a high level of logistical and organizational competence.

An empowered organization is one in which individuals have the knowledge, skill, desire, and opportunity to personally succeed in a way that leads to collective organizational success.

It [the free market] is an organizational way of doing things, featuring openness, which enables millions of people to cooperate and compete without demanding a preliminary clearance of pedigree, nationality, color, race, religion, or wealth. It demands only that each person abide by voluntary principles, that is, by fair play. The free market means willing exchange; it is impersonal justice in the economic sphere and excludes coercion, plunder, theft, protectionism, and other anti-free market ways by which goods and services change hands.

Ed Lawler and I document that the key to creating good, productive jobs in all industries is to organize work processes and systems in ways that allow employees to contribute significant amounts of "added value" to the products they make and services they provide. When mangers give employees the organizational structure, resources, and authority needed for them to contribute their ideas and efforts, American workers, like those at Harley-Davidson, almost always prove capable of effectively competing against their overseas counterparts.

Organizational busy work tends to expand to fill the working day.

In Business School they taught us about cash flow, not about corporate politics; about return on equity, not about egos and pride. Oh, there were optional courses on 'Organizational Behavior' and 'Managerial Skills,' but these were a little too bloodless to convey what I learned on the job.

Success in the long run has less to do with finding the best idea, organizational structure, or business model for an enterprise, than with discovering what matters to us as individuals.

Innovation is the lifeblood of an organization. Knowing how to lead and work with creative people requires knowledge and action that often goes against the typical organizational structure. Protect unusual people from bureaucracy and legalism typical of organizations.

In many instances violence - which obviously inflicts tremendous trauma on victims - also inflicts trauma on the perpetrator. Radical evil takes a lot of preparation, not just from an organizational point of view, but from brainwashing, psychological preparation and the legitimization of violence.

Very few people know this, but I love organizational products and tools. One of my favorite places to shop are container stores where you can get bins, boxes and crates to organize your life.

It's not logical that we boast the most advanced and powerful internationally integrated economy in the world, then claim organizational incompetence and poverty when it comes to creating and funding a national health care system for all Americans.

It occurred to me that building a company was the best way to align a group of people towards building something great. And its really... it's a good organizational structure where you can really reward people. If they're building something that's good, you can you work with partners and reward them if the product that you're developing work well. It's a good way to get the best people involved to build something very good.

Today we hear a great deal about Organizational Men, Mass Culture, Conformity, the Lonely Crowd, the Power Elite and its Conspiracy of Mediocrity. We forget that the very volume of this criticism is an indication that our society is still radically pluralistic. Not only are there plenty of exceptionalists who take exception to the stereotyping of the mass culture but that very string of epithets comes from a series of books that have been recent best-sellers, symptoms of a popular, living tradition of dissent from things as they are.

Managers who master the hammer and expect all problems to behave like nails find organizational life confusing and frustrating.

Every New York Times story [about Donald Trump] is the result of the organizational efforts of Barack Obama.

With the old economics destroyed, organizational forms perfected for industrial production have to be replaced with structures optimized for digital data. It makes increasingly less sense even to talk about a publishing industry, because the core problem publishing solves — the incredible difficulty, complexity, and expense of making something available to the public — has stopped being a problem.

What, actually, is the difference between communism and fascism? Both are forms of statism, authoritarianism. The only difference between Stalin's communism and Mussolini's fascism is an insignificant detail in organizational structure.

We must move from ... the primacy of technology toward considerations of social justice and equity, from the dictates of organizational convenience toward the aspirations ofself realization and learning, from authoritarianism and dogmatism toward more participation, from uniformity and centralization toward diversity and pluralism, from the concept of work as hard and unavoidable, from life as nasty, brutish, and short toward work as purpose and self~fulfillment, a recognition of leisure as a valid activity in itself.

How can a modern anthropologist embark upon a generalization with any hope of arriving at a satisfactory conclusion? By thinking of the organizational ideas that are present in any society as a mathematical pattern.

A good rule in organizational analysis is that no meeting of the minds is really reached until we talk of specific actions or decisions. We can talk of who is responsible for budgets, or inventory, or quality, but little is settled. It is only when we get down to the action words-measure, compute, prepare, check, endorse, recommend, approve-that we can make clear who is to do what.

In fact, technology in, and of, itself does not cause particular kinds of change. It is, essentially, an enabling or facilitating agent. It makes possible new structures, new organizational and geographical arrangements of economic activities, new products and new processes, while not making particular, outcomes inevitable.

In short, apostolic movement involves a radical community of disciples, centered on the lordship of Jesus, empowered by the Spirit, built squarely on a fivefold ministry, organized around mission where everyone (not just professionals) is considered an empowered agent, and tends to be decentralized in organizational structure.

Many corporate leaders and employees have the right intentions, but it can be overwhelming when you consider how everything is affected from leadership styles, to organizational structure, to employee engagement, to customer service an marketplace.

No body of knowledge needs an organizational policy. Organizational policy can only impede the advancement of knowledge. There is a basic incompatibility between any organization and freedom of thought.

The real voyage of discovery consists not in seeking new landscapes, but in having new eyes.

An organization's ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.

The best way to predict the future is to study the past, or prognosticate.

The best way to predict the future is to create it.

The best way to predict the future is to invent it.

A hallmark of high performance leaders is the ability to influence others through all levels and types of communication, from simple interactions to difficult conversations and more complex conflicts, in order to achieve greater team and organizational alignment. High performing leaders are able to unite diverse team members by building common goals and even shared emotions by engaging in powerful and effective dialogue.

High personal standards aren't enough for organizational excellence. You've got to be intolerant of low standards in others. . . . If you accommodate questionable practices in others who touch your organization, you risk soiling its reputation. Anybody whose hands aren't clean can get the place dirty.

I'd say that my profession ends where architectural thinking ends - architectural thinking in terms of thinking about programs and organizational structure. These abstractions play a role in many other disciplines, and those disciplines are now defining their 'architectures' as well.