Top 1200 Employees And Employers Quotes & Sayings - Page 17

Nine-tenths of the people are at present freeholders... The time is not distant when this country will abound with mechanics and manufacturers who will receive their bread from their employers. Will such men be the secure and faithful guardians of liberty? Give the votes to people who have no property, and they will sell them to the rich who will be able to buy them.

Whether it's the family working hard to make ends meet or the business that has to put off hiring new employees, high electricity costs weigh down on everyone - especially the elderly and those on fixed incomes.

In fact, at Olympic National Park in my district, they 3 years ago had 130 summer employees they brought in for temporary work. This summer they have 25 because they cannot afford more.

We have also seen an economic crisis that is very serious within Venezuela, we are seeing cutbacks, I believe even more are coming in terms of electricity. Government employees no longer work on Fridays, and that has not been enough.

Leaders need to provide strategy and direction and to give employees tools that enable them to gather information and insight from around the world. Leaders shouldn't try to make every decision.

... until both employers' and workers' groups assume responsibility for chastising their own recalcitrant children, they can vainly bay the moon about "ignorant" and "unfair" public criticism. Moreover, their failure to impose voluntarily upon their own groups codes of decency and honor will result in more and more necessity for government control.

In Japan, employees occasionally work themselves to death. It’s called Karoshi. I don’t want that to happen to anybody in my department. The trick is to take a break as soon as you see a bright light and hear dead relatives beckon.

When entire companies embrace a growth mindset, their employees report feeling far more empowered and committed; they also receive far greater organizational support for collaboration and innovation.

We treat employees as a member of the family. If management take the risk of hiring them, we have to take the responsibility for them.

Most of my career has been in sales. I spend 50% or more of my time with customers and employees, and I can't wait for it to be more than 50%.

Strong, responsible unions are essential to industrial fair play. Without them the labor bargain is wholly one-sided. The parties to the labor contract must be nearly equal in strength if justice is to be worked out, and this means that the workers must be organized and that their organizations must be recognized by employers as a condition precedent to industrial peace.

Today, no leader can afford to be indifferent to the challenge of engaging employees in the work of creating the future. Engagement may have been optional in the past, but it's pretty much the whole game today.

We cannot continue. Our pension costs and health care costs for our employees are going to bankrupt this city.

The life-efficiency and adaptability of the computer must be questioned. Its judicious use depends upon the availability of its human employers quite literally to keep their own heads, not merely to scrutinize the programming but to reserve for themselves the right of ultimate decision. No automatic system can be intelligently run byautomatonsor by people who dare not assert human intuition, human autonomy, human purpose.

You spend money on Internet connection for your employees. Why not spend money on the energy that fuels their brains?

I think the best thing that Jonathan and I have done is... having really strong people working with us - our work environment and all of our employees and everybody, we're like one big family.

Companies that I've been very involved with, that have had a very bad first hire in the first 3 or so employees never recover from it.

One thing an exceptional employee never says is, 'That's not in my job description.' Exceptional employees work outside the boundaries of job descriptions.

My employees, there's no deductible in your health care. No deductible, absolutely not. You get paid sick days, as many as you need, personal days.

If you treat your employees like mushrooms (keep them in the dark and regularly throw crap on them), it's entirely likely you will get precisely the work you deserve in return.

It's time to level the playing field for small business owners and give them the same health care choices that large corporations have. Because they don't have as many employees, they have little ability to negotiate lower rates.

If you can steal from your competition, then they deserve to lose it. If someone steals from you, then shame on you....you deserve it. Same goes for employees too.

We ask our companies to restructure; we ask employees to work more for less money because there is overproduction, but then we're unable to defend them from cheaper Chinese imports. We are insane.

I consider it the highest compliment when my employees go out and start their own companies in competition with me. I always send them a plant to wish them well. Of course, it's a cactus.

Im a true believer that you have a moral obligation to keep your employees honest, and that is why you have controls, so Im never tempted or put in a position where I could do something to defraud my employer.

To reduce repossessions caused by unemployment, Gordon Brown needs to look at cutting the rate of corporation tax for small companies to 20 per cent and the main rate to 25 per cent, while reducing the rate of employers' national insurance by 1% for the smallest companies.

When Ronald Reagan's career in show business came to an end, he was hired to impersonate, first, a California governor and then an American president who would reduce taxes for his employers, the Southern and Western New Rich, much of whose money came from the defence industries. There is nothing unusual about this arrangement. All recent presidents have had their price-tags.

This was a theme of Sen. Akaka's career - to advocate for people who did not have power, for people who were vulnerable. He was a champion for the federal government employees who continue to this day to be a punching bag for some.

It is only proper that our employees share in the savings generated by tax reform and that we openly acknowledge the resulting improvement in the U.S. business environment by investing in our industrial footprint accordingly.

The number one way to get trust back is to pay your employees well and get them to speak well about the company.

Values can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees. But coming up with strong values - and sticking to them - requires real guts.

Human-resources departments in corporations across the country are pervaded by the view that the corporation's white-male employees are incapable of fairly judging females and underrepresented minorities without large dollops of diversity training.

Business has to stand up on behalf of its employees, on behalf of immigration, on behalf of its customers, and on behalf of supply chain-cum-globalization.

For those that fear being taken advantage of by people working from home or on flexible schedules, I can say my experience is quite the opposite. Employees are so appreciative of these accommodations that they outperform their coworkers and are less likely to be poached by the competition.

Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They're just more engaged at work.

There are hardly any private sector employees who get both a 401k and a pension. There's just no need that Congress should get both.

In the present state of human society, however, We deem it advisable that the wage-contract should, when possible, be modified somewhat by a contract of partnership, as is already being tried in various ways to the no small gain both of the wage-earners and of the employers. In this way wage-earners are made sharers in some sort in the ownership, or the management, or the profits.

What happens in a strike happens not to one person alone.... It is a crisis with meaning and potency for all and prophetic of a future. The elements in crisis are the same, there is a fermentation that is identical. The elements are these: a body of men, women and children, hungry; an organization of feudal employers out to break the back of unionization; and the government Labor Board sent to "negotiate" between this hunger and this greed.

We've got thousands of investors counting on us. And we're a team of thousands of employees all counting on each other. That's fun.

To generate any appreciable degree of long-term affluence requires scrupulous honesty and the willingness to honor long-term agreements with employers, suppliers, partners, and especially customers. The flimflam artist may generate a few quick bucks through fraud or misrepresentation, but no successful and lasting business enterprise was ever founded on such principles.

I think the private sector for the most part, the vast majority of employers in America, they wake up in the morning, and they have a bottom line. This is how much they make, this is how much their expenses are; they certainly need to break even just to stay in business, and they need to make a profit in order to survive long-term.

If you are a parent, you have probably already realized that your children are always watching what you do. And just as children watch their parents and emulate their behavior, so do employees who are watching their bosses.

Food service workers, home care workers, farm workers, and other low-wage workers log long hours. They come home tired after providing services and producing goods that make our country stronger. They deserve fair treatment from their employers, and they deserve a voice in collective bargaining.

We need to roll back precarious employment models. Temporary and limited contracts were initially seen as a way of introducing more flexibility so as to bridge periods of need in certain phases of production. Some employers have taken advantage of the model to push down wages. In general, we must strive for equal pay for equal work.

Go after the illegal employers. No free stuff. Take the handcuffs off law enforcement. They'll go home! They'll self-deport! The problem today is they break the law. They come across the border. And again, what's coming across that border today are bad guys!

Today, no leader can afford to be indifferent to the challenge of engaging employees in the work of creating the future. Engagement may have been optional in the past, but its pretty much the whole game today.

While we very much regret the impact this will have on certain employees, we must adjust our production capacity to the reality of current business conditions and reduce costs to improve overall financial performance.

Employees are your most valuable assets. They are the heart and guts of a company. This doesn't mean that from time to time, you aren't going to do what is good for the company.

Founders are usually very stingy with equity to employees and very generous with equity to investors. I think this is totally backwards.

The wealth that was created by my investments wasn't put into a giant swimming pool as so many elected demagogues seem to imagine. Instead it benefitted our employees, their families and our community at large.

Shareholder value is a result, not a strategy?.?.?.?Your main constituencies are your employees, your customers and your products.

Our employees chose SK on belief that they will be happier working here and that the company will make the society happier.

In Finland, where 80 percent of workers belong to unions, all employees enjoy at least 30 days paid vacation, and the gap between the rich and poor is far more equitable than in the United States.

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.

The culture or environment of a company starts from the top. The leadership. The leadership of a company sends a message to its employees of what is tolerated and what is not.

Every leader can get more passion, ingenuity and energy from their people, and every employees wants to feel connected to a great cause. When this works, it really is amazing to see.

Buying only what you know can end in disaster. Just think about Enron's employees and business partners, the 'locals' who bought lots of its stock because they thought they were in the know.

Your number one customers are your people. Look after employees first and then customers last.

On balance, I am a supporter of the minimum wage going up. We've got to be very careful what we wish for because some employers - and there could be a lot of them - will be scared away from hiring new people or creating incremental hours for part-time people as a result of that wage going up.

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.