Quotes About Employees

The basic idea that incentives can be used to motivate behavior is a powerful one. It works for employees, and it has a clear place in parenting, as anyone who has tried to potty-train a recalcitrant toddler with sticker rewards knows.

By providing our school districts with direct access to criminal information records, we can help ensure timely and complete information on prospective school employees.

The American people depend on these federal employees to process, investigate, and adjudicate applications for immigration rights and benefits in a timely and thorough manner.

Fred Segal was founded - by none other than Fred Segal - as a tiny jeans retailer in 1968. In the 1970s Segal, began selling space to employees, starting with his nephew Ron Herman.

If we reduce the number of employees for better short-term financial results, employee morale will decrease. I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world.

If Obama raises my company's taxes by 20 percent, how am I going to be able to survive as a company? Well, if I've got 30 employees, that means I'm going to have to lay off 10 employees so I can be able to keep up with the health and benefits and pension plans for my other 20 employees.

You all think you have great ideas or Pokemon games, but if I actually listened to all of you and we combined all of your ideas in a game, it would be an unplayable monstrosity. You want a game with all the regions, but only the first generation Pokemons, yet all the legendary ones and such silly things. Whenever I receive one of these rants, I go to the development floor and read it out loud to all the Game Freak employees in a mocking voice, and we all laugh at you.

As John Howard Yoder has said, "If in society we believe in the rights of employees, then the church should be the first employer to deal with workers fairly. If in the wider society we call for the overcoming of racism or sexism or materialism, then the church should be the place where that possibility first becomes real.

No technique, no matter how good, can turn stupid coworkers into smart ones. And no method can magically make employees trust each other or their boss if they have good reason not to.

In any organization, large projects require leverage, but few employees have any. People who have grand ideas but little influence wonder why no one supports them. They think the lack of support is a judgment on their ideas rather than the politics of authority.

Self-interested employees are Glauconians, far more interested in looking good and getting promoted than in helping the company.43 In contrast, an organization that takes advantage of our hivish nature can activate pride, loyalty, and enthusiasm among its employees and then monitor them less closely.

transformational leadership)44 generates more social capital—the bonds of trust that help employees get more work done at a lower cost than employees at other firms. Hivish employees work harder, have more fun, and are less likely to quit or to sue the company.

auditable," is so essential. We must ensure that the data is credible to employees.

Although the primary changes that are required in an adaptive organization are in the mind-set of its employees, changing the culture is not sufficient. As we saw in Chapter 9, lean management requires treating work as a system and then dealing with the batch size and cycle time of the whole process. Thus, to achieve lasting change, the QuickBooks team had to invest in tools and platform changes that would enable the new, faster way of working.

Companies that cannot bring themselves to pivot to a new direction on the basis of feedback from the marketplace can get stuck in the land of the living dead, neither growing enough nor dying, consuming resources and commitment from employees and other stakeholders but not moving ahead.

The problem for startups and large companies alike is that employees often follow the products they develop as they move from phase to phase. A common practice is for the inventor of a new product or feature to manage the subsequent resources, team, or division that ultimately commercializes it. As a result, strong creative managers wind up getting stuck working on the growth and optimization of products rather than creating new ones.

todavía es más impresionante el hecho de que Toyota haya creado la organización de aprendizaje más avanzada de la historia. Ha demostrado la capacidad de desencadenar la creatividad de sus empleados, conseguir un crecimiento consistente y producir nuevos productos innovadores sin cesar a lo largo de casi un siglo.[13

a recent survey of sixty highly ranked United States hospitals asked their employees whether they'd feel comfortable receiving medical care in the unit in which they work. The response at more than half the hospitals was a resounding "No!

I worried that the criticism would affect morale within the Fed, so I met with employees to make sure they had the information they needed to respond to questions from friends and neighbors.

Not since the digital revolution in the early '90s has technology placed such a comprehensive burden on business, employees and individuals to reinvent their business plans, services and products, and themselves to keep pace with the changing marketplace.

Many founders hire just because it seems like a cool thing to do, and people always ask how many employees you have.

If you ask the CEO of some major corporation what he does, he will say, in all honesty, that he is slaving 20 hours a day to provide his customers with the best goods or services he can and creating the best possible working conditions for his employees.

Employers are as sensitive to housing costs as their employees, which is why, when we build more houses, we create more jobs.

Shikun & Binui, our infrastructure and real estate company, implements sustainability by building their projects 100% sustainable while educating their employees worldwide.