Organization Quotes
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Only 20 percent of employees working in large organizations surveyed feel their strengths are in play every day. Thus, eight our of ten employees surveyed feel somewhat miscast in their role.
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When common sense sees a puzzling phenomenon it looks for a causal agent. When it sees organization it looks for an organizer. This works amazingly well for purposes ranging from the diagnosis of diseases to the creation of governments. But it cannot account for emergence ... the appearance of complex phenomena not predictable from the basic elements and processes alone.
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Average companies give their people something to work on. The most innovative organizations give their people something to work toward.
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ICICI has been a meritocracy. So, a huge amount a lot of responsibilities, big roles, challenges, have been given to women, not because they are men or women or so on, but they were just given to people who have - who the organization believes has the capability to perform.
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I am in the process of starting a nonprofit organization that gives rescued animals a home in a simulated wild environment and, for those who have been tested on, who are disabled, aggressive, etc., their own space to live out their days.
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We have got to protect privacy rights. We have got to protect our God-given, constitutionally protected civil liberties, and we are not doing that in the federal government. The Department of Homeland Security, as well as the TSA, is a great culprit in being a Gestapo-type organization.
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The main task of Socialism - the organization of Socialist production - remains still in the future.
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I don't believe that the solutions in society will come from the left or the right or the north or the south. They will come from islands within those organizations, islands of people with integrity who want to do something.
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Routine is not organization, any more than paralysis is order.
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I was thinking when he hit his 500th home run about my mother and dad, about all the people in the Chicago Cubs organization that helped me and about the wonderful Chicago fans who have come out all these years to cheer me on. They've been a great inspiration to me.
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As part of any new leadership organization, you come in with a team. You come in to assess. You come in to rearrange.
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If your organization requires success before commitment, it will never have either.
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The Burning Imperative is a sharply defined, intensely shared, and purposefully urgent understanding from each of the team members of what they are “supposed to do, now,” and how this works with the larger aspirations of the team and the organization.
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Life is not found in atoms or molecules or genes as such, but in organization; not in symbiosis but in synthesis.
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The organization is a way for people to find us and deal with us and know how we operate.
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If it was in my control, Id still be wearing a Red Sox uniform, because its the place I know, I love. All of those fans, Ill always remember. But Im also going to another great place. Im going to a phenomenal city with great tradition as well, phenomenal fans, great organization.
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I may have to shop with them. But on Sunday I don't want to have to worship with them. I want to be able to just be myself and let my hair down." It's also, of course, as we know, the seat of political organization and the affirming of your blackness and so on.
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Having all of the distribution and all the commercial aspects lined up with the content should make us a more effective organization, give us a chance to make faster decisions or make everyone feel comfortable about who we are.
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We need to look at learning as the product of educational self-organization. It’s not about making learning happen; it’s about letting it happen.
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If you want something done, ask nicely. If a subordinate forgets to perform a task, don’t take it personally; just remind them nicely. In any organization, everyone has a “to-do” list. While juggling these tasks, some things will inevitably fall through the cracks. When that happens, don’t assume that the subordinate is lazy or stupid. Simply re-engage them on the task and, if necessary, emphasize why it’s a priority.
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All groups and organizations need to know how they are doing against their goals and periodically need to check to determine whether they are performing in line with their mission. This process involves three areas in which the group needs to achieve consensus leading to cultural dimensions that later drop out of awareness and become basic assumptions. Consensus must be achieved on what to measure, how to measure it, and what to do when corrections are needed. The cultural elements that form around each of these issues often become the primary focus for what newcomers to the organization will be concerned about because such measurements inevitably become linked to how each employee is doing his or her job.
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Every person in the organization must change inside their hearts and minds, so that they themselves become principle centred.
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It isn't the incompetent who destroy an organization. It is those who have achieved something and want to rest upon their achievements who are forever clogging things up.
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... outsiders are way more likely to approach your organization with fabulous projects if they think they're likely to both get a good reception and succeed when they get to market.
