Quotes on Organization

However, optimism is highly valued, socially and in the market; people and firms reward the providers of dangerously misleading information more than they reward truth tellers. One of the lessons of the financial crisis that led to the Great Recession is that there are periods in which competition, among experts and among organizations, creates powerful forces that favor a collective blindness to risk and uncertainty.

Effective leaders share two intertwined attributes: an unbridled level of confidence about where their organizations are headed, and the ability to bring people along.

It is the tendency of the social burdens to crush out the middle class, and to force society into an organization of only two classes, one at each social extreme.

In all things, you need a good organization. You can have the best player in the world; if you do not have the best team, you will not win.

The organization cannot trust the individual; the individual must trust the organization.

In the Han Dynasty, Xiang_x000D_ Yu was very brave and won_x000D_ many battles, but in the end_x000D_ he failed. Treat people with_x000D_ sincerity and build a good_x000D_ organization. Otherwise, it_x000D_ doesn’t matter how famous _x000D_ or how capable you are.

New insights fail to get put into practice because they conflict with deeply held internal images of how the world works...images that limit us to familiar ways of thinking and acting. That is why the discipline of managing mental models - surfacing, testing, and improving our internal pictures of how the world works - promises to be a major breakthrough for learning organizations.

The mark of a successful organization isn't whether or not it has problems, its whether it has the same problems it had last year.

Any person or organization depends ultimately on public approval, and is therefore faced with the problem of engineering the public's consent to a program or goal.

Democracy is the wholesome and pure air without which a socialist public organization cannot live a full-blooded life.

First comes thought; then organization of that thought, into ideas and plans; then transformation of those plans into reality. The beginning, as you will observe, is in your imagination.

Morally, the life of the organization must be of exemplary nature. This is one phase where the organization must not have criticism.

The real accomplishment of modern science and technology consists in taking ordinary men, informing them narrowly and deeply and then, through appropriate organization, arranging to have their knowledge combined with that of other specialized but equally ordinary men. This dispenses with the need for genius. The resulting performance, though less inspiring, is far more predictable.

What they could do with 'round here is a good war. What else can you expect with peace running wild all over the place? You know what the trouble with peace is? No organization.

I believe quite simply that the small company of the future will be as much a research organization as it is a manufacturing company.

When leaders throughout an organization take an active, genuine interest in the people they manage, when they invest real time to understand employees at a fundamental level, they create a climate for greater morale, loyalty, and, yes, growth.

Hezbollah-controlled Lebanon now presides over the UN Security Council. This means, in effect, that a terror organization presides over the body entrusted with guaranteeing the world's security. You couldn't make this thing up.

One hundred religious persons knit into a unity by careful organizations do not constitute a church any more than eleven dead men make a football team. The first requisite is life, always.

The organized workers of America, free in their industrial life, conscious partners in production, secure in their homes and enjoying a decent standard of living, will prove the finest bulwark against the intrusion of alien doctrines of government.

Hierarchy is an organization with its face toward the CEO and its ass toward the customer.

Comparing the three domains, I found that for jobs of all kinds, emotional competencies were twice as prevalent among distinguishing competencies as were technical skills and purely cognitive abilities combined. In general the higher a position in an organization, the more EI mattered: for individuals in leadership positions, 85 percent of their competencies were in the EI domain.