Top 1200 Employees And Employers Quotes & Sayings - Page 20

Quoting Demosthenes, 'For what each man wishes, that he also believes to be true.' I would rather make money playing a piano in a whorehouse than arguing that no cost is incurred when employees are paid in stock options instead of cash. I am not kidding.

The structure that is currently in place, inside government, forcing government employees to pay union dues, even if they don't want to be in a union -- that is fundamentally unconstitutional and it is against the American system of freedom of choice.

The Justice Department needs to investigate how Goldman Sachs was able to steer things in such a manner through their former employees in the Bush administration, so that in the end Goldman's competitors have disappeared and Goldman is left standing.

Land surveyors start as employees, and move up to partnership in a firm or to ownership of their own enterprise if they wish. Some wind up working for government, private corporations, or public enterprise.

I don't believe any person looking for work is fearful of political judgment. Government is a large institution, and if they believe that people are going to get rid of good employees for political reasons, that's absurd.

Our belief is that if you get the culture right, most of the other stuff, like great customer service, or building a great long-term brand or empowering passionate employees and customers, will happen on its own.

We’ve got customers. We’ve got suppliers. We’ve got employees. We’ve got unions. We’ve got communities. We’ve got all of these things that go into making up whether a business succeeds or fails.

My Christian Louboutins are also one of the secrets to my not-for-profit success. Here's why - and it's something that everyone who manages employees, whether in a for-profit business or a not-for-profit, should keep in mind: A little extravagance goes a long way.

I think that is a responsibility we all share as Americans. But as State Department employees, we have a special duty to guard ourselves and our sensitive information. Complying with department policies and being alert to potential threats will help protect all of us.

In my view the successful companies of the future will be those that integrate business and employees' personal values. The best people want to do work that contributes to society with a company whose values they share, where their actions count and their views matter.

In the last years of the nineteen-eighties, I worked not at startups but at what might be called finish-downs. Tech companies that were dying would hire temps - college students and new graduates - to do what little was left of the work of the employees they'd laid off.

I mean, let's take the average spouse. You know, you show up in an employer's, you know, office, and it's shown that you've changed jobs every two years. Well, to many employers that could be viewed as a red flag. But the truth is, is that you've made those moves because you're serving your country, and each time you've found a career, and you've been able to provide for your family, and you've continued to volunteer, and on and on and on.

On a personal level, I send out about 20 thank-you notes a day to staffers, on all levels. And every six weeks I have lunch with a group of a dozen or so employees, to get their perspective on the business, to address problems and to get feedback.

The easy way out is to approve an early retirement plan one year but not pay out sick and vacation time to deserving employees until three years later. Unfortunately, later is now.

In 1993, 89 of the 'Fortune' top 100 companies were administering the Myers-Briggs test to their employees. The philosophy behind personality tests is that they don't want you to be in the wrong kind of job. The tests have been completely exposed as nonsense.

I find that when you lead with vision and values, engaging employees and showing them that values are just as important as profits, everyone comes on board. And not only do they come on board, but they connect to their own individual creativity.

Employing more women at all levels of a company, from new hires to senior leaders, creates a virtuous cycle. Companies become more attuned to the needs of their female employees, improving workplace culture while lowering attrition.

Give your employees a shot at showing the company a new way, and provide the room for them to chalk up a few small victories. Once they've proved that their idea can work on a limited basis, they can begin to scale it up.

Without a doubt, the most fiscally responsible way to increase the number of officers on our streets is to mobilize uniformed officers in administrative jobs and to use civilian employees to fill those jobs.

So long as TARP money is wrapped up in GM, the company will never shake its 'Government Motors' image. That label, as competitors and GM employees are keenly aware, is code for one thing: 'GM is a failure'.

This isn’t a game. We don’t want mediocre employees who can keep the status quo. We want souls. We want to win. And you’ve spent most of your time here being mediocre.

The Choose Medicare Act will let people of all ages buy into Medicare as their health care plan, and it would let any business also buy into Medicare and offer it to its employees.

When you work extra, you should be paid extra. That's what the Fair Labor Standards Act said. And I've met so many people who are working 60-70 hours a week, and they are effectively working 20 hours for free because they are making a little bit above the minimum wage, because the 2004 regulation enables employers to do that. That's not fair.

Employees speak of being fearful opening emails and feeling increasingly helpless in the face of the deluge. Physiologically, we now know that the state of continuous disruption puts us into a constant state of hormone-induced stress.

Today, despite all of the gains we have made, neither men nor women have real choice. Until women have supportive employers and colleagues as well as partners who share family responsibilities, they don't have real choice. And until men are fully respected for contributing inside the home, they don't have real choice either.

A recent management study revealed that 46% of employees leaving a company do so because they feel underappreciated; 61% said their bosses don't place much importance on them as people, and 88% said they do not receive acknowledgement for the work they do.

Research has shown that one's level of intelligence is the single most predictive component of professional success - better than any other ability, trait, or even job experience. Yet, too often, employees are selected because of their likeability, presence, or charisma.

My feminist values are rooted in my socialist values. The number of women CEOs in Britain's biggest companies is irrelevant if they pay their women workers poverty wages or discriminate against black employees.

So long as TARP money is wrapped up in GM, the company will never shake its 'Government Motors' image. That label, as competitors and GM employees are keenly aware, is code for one thing: 'GM is a failure.'

Technology will play an increasingly important role in business, and employees will be required to interact constantly with it. It will create an unprecedented revolution in the way we work, dramatically changing jobs within almost all organizations.

I have nothing against employment but it seems that our school system is too focused on training good employees but not good entrepreneurs. There should be a balance. We should learn from the entrepreneurial mindset of the Chinese.

LEGO has announced that they are shutting down their U.S. factory and moving it to Canada. LEGO employees say it's their fault because they made the factory too easy to take apart and rebuild somewhere else.

DaimlerChrysler made significant progress in the year 2005, but our earnings are still not where we want them to be. We intend to grow profitably and to create added value over the long term - for the benefit of our customers, employees and shareholders.

My last two years of high school, I did work-study half the day, and I ran the restaurant. It was just this little restaurant, but it was just so cool. I had 35, 40 employees.

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.

Second, you need to spread the large amount of information knowledge that you've gained-pooping like an elephant. This means sharing information and discoveries with your fellow employees and occasionally even with your competitors.

...how engaged are your employees right now? You may consider such a question impossible to answer, but the truth is, you need to know this if you want a more profitable, ethical organization, as everyone must share the same values to make the changes genuine

When I became CEO of Xerox 10 years ago, the company's situation was dire. Debt was mounting, the stock sinking and bankers were calling. People urged me to declare bankruptcy, but I felt personally responsible for tens of thousands of employees.

Libertarians are not the brightest lights in the candelabra, a fact that is evident from the alternatives they tend to offer to public prevention of private abuses. For example: if you don’t like working a hundred hours a week for twenty-five cents a day, then find another employer! It is obvious to intelligent people, if not libertarians, that more generous employers will price themselves out of a market whose standards are set by the most rapacious.

I don't believe that bureaucrats in Washington should tell someone whether they can use contraceptives or not. And I don't believe employers should tell someone whether they could have contraceptive care of not. Every woman in America should have access to contraceptives.

I obtained confidential information in the same way government employees did, and I did it all without even touching a computer. ... I was so successful with this line of attack that I rarely had to go towards a technical attack.

If you go around the kitchen and ask my employees what they want to be doing in three to five years, most of them, if they're being honest, will tell you that they don't want to be working for me. They want to have their own place. And I think that's great.

I feel many responsibilities - to our customers, to our employees, to the environment, to the world at large. But I don't want to feel responsible to investors, to outsiders with financial concerns that may differ from those of the welfare of IKEA.

I don't think JetBlue has a better chance of being profitable than 100 other predecessors with new airplanes, new employees, low fares, all touchy-feely ... all of them are losers. Most of these guys are smoking ragweed.

We have a duty to ensure that patients don't have to worry whether they'll be dropped from their coverage if they get sick. Small business owners shouldn't have to break the bank to provide coverage to their employees. And families should not be forced into bankruptcy because of a medical crisis.

I talked to a lot of employers who just are, are fearful of what's coming next out of Washington. It's all the spending, it's all the debt. It's their national energy tax, they want to call it cap and trade - more mandates, higher costs, more taxes. Their healthcare bill - more mandates, higher costs, higher taxes.

Managers don't like giving appraisals, and employees don't like getting them. Perhaps they're not liked because both parties suspect what the evidence has proved for decades: Traditional performance appraisals don't work.

Today, as in the Gilded Age, we live in a world where a morality of personal responsibility rubs shoulders with a culture of greed and of flagrant social irresponsibility. Now as then, business has shed its collective responsibility for employees - just as government has for its citizens.

Employees are a company's greatest asset - they're your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus, and make them feel that they are an integral part of the company's mission.

I tend to be a lot more honest and transparent with employees than most bosses are. But I've had people tell me - even those who love working with me - that I'm terrifying, which is hard for me to imagine.

With the support and dedication from employees at every level of the company, we've been successful in expanding supplier diversity in many areas, including traditionally challenging areas such as construction services, legal and professional services.

We are going to unite this people. We will unite whites and blacks, homosexuals and heterosexuals... We will unite bosses and employees, and we won't plant the seed of discord between them.

As for my own business, even that kind of surveying which I could do with most satisfaction my employers do not want. They would prefer that I should do my work coarsely and not too well, ay, not well enough. When I observe that there are different ways of surveying, my employer commonly asks which will give him the most land, not which is most correct.

We will also allow state companies to sell shares to their workers and will pass a law allowing citizens to start companies of their own with no limits on the number of employees or on the firm's output.

Woz and I started Apple in my parents' garage when I was 20. We worked hard, and in 10 years Apple had grown from just the two of us in a garage into a $2 billion company with over 4,000 employees.

Just about anyone can make a good product, but it's the people that count. In the end, it's the employees who will take it from a kitchen-table idea to the next level. There are a lot of important things in business, but the people portion comes first.

The sad fact is that it would be fair to say that United is a generic, bureaucratic, tired company. A sort of DMV in the sky. No real culture. No real strategy. No real expectations for employees or customers. All of which is a shame.

I truly believe Accenture is a magnet for top talent in the new, not only because of the work we do for clients but because our culture supports employees who want to make a difference in the community where we live and work.

"Win" is about the specific use of specific words to connect you to your employer or employees, politicians to voters - and frankly, to help people win debates, have discussions, and improve the level of communication.

I am not asking for government censorship or any other kind of censorship. I am asking whether a kind of censorship already exists when the news that forty million Americans receive each night is determined by a handful of men responsible only to their corporate employers and filtered through a handful of commentators who admit to their own set of biases.