Larry Williams Quotes
The employees we have really commit themselves to becoming experts about these products.
Quotes to Explore
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It might be said that it is the ideal of the employer to have production without employees and the ideal of the employee is to have income without work.
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You will always be fond of me. I represent to you all the sins you have never had the courage to commit.
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To escape the curse of commoditization, a company has to be a game-changer, and that requires employees who are proactive, inventive and zealous.
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I've never dyed my hair or even gotten highlights. All the products I need for my hair are at the drugstore!
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Synergies are not only about cost reduction. Synergies can be access to markets, exchange of products, avoiding overlaps, exchange of best practices.
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The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors.
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We find that other employees are very enthusiastic about their fellow crew members who have disabilities-or what they previously thought of as disabilities.
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The dynamic with social is you tend not to have products with 30% market share. It's all or nothing. Email works because we have open standards that let you communicate across any email client.
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I work with CEOs and their executive teams... and very few of these people are really indifferent about their employees or their customers.
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That the powers of labour, and of the other instruments which produce wealth, may be indefinitely increased by using their products as the means of further production.
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It seems to me that we often commit ourselves wholly to something while knowing almost nothing concrete about it. Another word for that, I suppose, is 'faith.'
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When I started Victoria Principal Products, there were 22 full-time employees - they were all women.
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Our experience in fooling around with the genes of mice has taught us that many of the traits that interest us are not definite products of specific mutations but emergent phenomena arising from extremely complex interactions between genes, environment, and life experience.
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Top-down authority structures turn employees into bootlickers, breed pointless struggles for political advantage, and discourage dissent.
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Everybody understands that you're supposed to say 'our employees are our most valuable asset' to the point where, even if it's really true, they're not going to really trust you until you've earned that - same with customers.
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Capital goes to where it can escape taxation and be used to pay employees in sacks of rice.
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I've learned, having been on a lot of sets, the good news is that by definition you are surrounded by experts. They get fired if they're not - unlike in the theatre!
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We are all experts in our own little niches.
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Let's say I'm on the policy wonk end of the spectrum. As much as I can dive into a briefing book and really work to master various subjects that come before my desk, I'm still not an expert on a huge amount of the stuff that we work on.
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During a wise man's whole life, his destiny holds his philosophy in a state of siege.
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I think people who live in New York don't realize just how much time they spend talking about the subway.
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I think that you can disagree with people and debate over their positions with issues without engaging in the politics of personal destruction.
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The employees we have really commit themselves to becoming experts about these products.
