Top 185 Organizational Quotes & Sayings - Page 2

The Lord had the wonderful advantage of being able to work alone. Answering why he had not implemented organizational reforms after five months when 'God created the universe in seven day

I think that Walter's [White] whole career is indicative of a large degree of egocentricity. Perhaps to be generous, you would have to say that he was a product of his period, which was that of self-projection in the name of organizational interest.

Jesus made clear that the Kingdom of God is organic and not organizational. It grows like a seed and it works like leaven: secretly, invisibly, surprisingly, and irresistibly.

Recognition of the harm that patriarchy has caused to people and the planet does not mean that men are wrong and women are right; rather it is a call for new organizational forms and for relishing gender differences within a context of equality.

It appears likely that there was no normative pattern of church government in the apostolic age, and that the organizational structure of the church is no essential element in the theology of the church.

In most organizational change efforts, it is much easier to draw on the strengths of the culture than to overcome the constraints by changing the culture.

Major organizational changes create uncertainty. But the point is to move quickly - faster than you are comfortable - because in hindsight, you will always wish you had made changes even sooner.

Trust grows when people see leaders translate their personal integrity into organizational fidelity. At the heart of fidelity lies truth-telling and promise-keeping.

As a leader, you must consistently drive effective communication. Meetings must be deliberate and intentional - your organizational rhythm should value purpose over habit and effectiveness over efficiency.

Strauss Group continues to strengthen its future growth engines, improve the company's competitive position, and increase market share, while continuing streamlining processes, improvements, and carrying out organizational adjustments in the company.

The locus of corporate innovations has been product development. But in times of rapid and unpredictable change, the creation of individual products becomes less important than the creation of a general organizational aptitude for innovation.

Many corporate leaders and employees have the right intentions, but it can be overwhelming when you consider how everything is affected from leadership styles, to organizational structure, to employee engagement, to customer service an marketplace.

We've organized ourselves as cultures, to a large degree, around what we agree we know. And when you have multiple ways of knowing, multiple ways of organizing, the society loses one of its deepest organizational principles.

I'm an organizational fanatic. I created a locker room that the children pass through when they come in the house. Each child has a personal locker, and every day when they arrive home from school, they dump their stuff there-backpacks, shoes, soccer uniforms. I organize them by season.

Without the parallel development of systems of monetary - and credit-based exchange - there could have been no development of economies beyond the most primitive organizational forms and the most geographically restricted sales.

Never forget, organizational values start and end with you, the leader. Whether your example is good or bad, expect most employees to follow your lead.

With respect to trust, people tell me that it is essential for organizational functioning. Maybe, but most surveys of trust find that trust in leaders is low and nonetheless, organizations role along quite nicely.

The best ideas can come from anyone within an organization. Leaders must remember that if they want employees to embrace a new organizational "Dream" or strategy, they need to include them and seek their ideas. Creativity is NOT just for the R&D department.

Engaging in social business is beneficial to a company because it leverages on business competencies to address social issues, involves one-time investment with sustainable results, and produces other positive effects such as employee motivation and improved organizational culture.

The most interesting aspect for me, composing exclusively with patterns, is that there is not one organizational procedure more advantageous than another, perhaps because no one pattern ever takes precedence over the others.

Interestingly, many of the organizational characteristics that have been identified as conducive to effectively managing diversity and as conducive to fostering innovation and creativity in the workplace are also important for enabling employees to voice their values.

The customer demands simplicity, that organizations organize around them. Easy to use is a customer tsunami ripping across the world. Ease of use and simplicity must now be at the heart of organizational strategy.

Most regular, two-year MBA programs provide both experience and the capacity to link together the essential elements of management such as finance, marketing, organizational behavior, and operations.

In order to produce generalist courses, business school professors have been forced to invent subjects called strategy, called organizational behavior and so on.

Very few people know this, but I love organizational products and tools. One of my favorite places to shop are container stores where you can get bins, boxes and crates to organize your life.

In 2010 and 2012, I won the Democratic nomination in the 22nd Congressional District on the program 'Save NASA Impeach Obama,' without any organizational or financial backing from the party.

I was in college for organizational communication and politics because I was just fascinated by influence. I wondered how people have influence, not because I wanted to inspire the world - yet.

The problem of the negro is so criminal that many individuals and organizations are going to have to sacrifice what they call their organizational principles if someone comes up with a solution that will really solve the problem.

By monitoring the activity taking place on social networks, retailers can amplify successful marketing and sales strategies and avoid weak tactics which can later be tied back to organizational objectives.

I don't think that the leadership of Montgomery was prepared to capitalize, let's put it, on the projection that had come out of the Montgomery situation. Certainly, they had not reached the point of developing an organizational format for the expansion of it. So discussions emanated, to a large extent, from up this way.

How can a modern anthropologist embark upon a generalization with any hope of arriving at a satisfactory conclusion? By thinking of the organizational ideas that are present in any society as a mathematical pattern.

It is up to the leader to create a healthy environment where people are not afraid to fail. Mistakes should be seen as an integral part of the organizational process. They are a normal part of striving for excellence.

Times of upheaval require not just more leadership but more leaders. People at all organizational levels, whether anointed or self-appointed, must be empowered to share leadership responsibilities.

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.

Sometimes you lose - perhaps because you play against the very best, or because surprises happen - but if there is organizational confidence, you bounce back from losses and convert them to successes.

You can't separate the phenomenal birth of unionism in the United States of America from the Pullman porters. This same small group of men, who grew to be 10,000 strong, was also the organizational foundation for the civil rights movement and all of the gains that were made in the '40s and the '50s. That, and the black church.

Email has the virtue - sounds like a bad thing, but it's the virtue of being the lowest common denominator messaging protocol. Everyone can have it. It can cross organizational boundaries. No one owns it. It's not some particular company's platform.

We do as much harm holding onto programs and people past their natural life span as we do when we employ massive organizational air strikes. However, destroying comes at the end of life's cycle, not as a first response.

The organization of the government itself is something which we ought to examine in a more self-conscious way - the Federal Reserve and the Treasury and the Securities and Exchange Commission. The mission that each of them has is mainly economic but should be informed by good organizational practices.

Most large mistakes in organizational design come from putting the individual ambitions of the people at the top of the organization ahead of the communication paths for the people at the bottom of the organization.

Organizational structures that allow divisions and departments to own their turf and people with long tenure to take root creates the same hardened group distinctions as Congressional redistricting to produce homogeneous voting blocs - all of which makes it easier to resist compromise, let alone collaboration.

In this prison camp, the Gestapo state brain-police planet Earth, what is normal is insane and what is insane is normal. But it doesn't pay to tell that to the local politicians or other organizational structures that run the place that. They didn't crucify Christ because they liked what he said.

I have yet to meet members of a leadership team who I thought lacked the intelligence or the domain expertise required to be successful. I've met many, however, who failed to foster organizational health. Their companies were riddled with politics, various forms of dysfunction, and general confusion about their direction and mission.

Money is not capital in most of the developing countries. It's just cash. Because it lacks the institutional, organizational, managerial forms to turn it into capital.

Indeed, nearly all attempts to exterminate a doctrine and its organizational expression, by force without spiritual foundation, are doomed to failure, and not seldom end with the exact opposite of the desired result.

Most people have a very strong sense of organizational ownership, but I think what people have to own is an innovation agenda, and everything is shared in terms of the implementation.

People often resist change for reasons that make good sense to them, even if those reasons don't correspond to organizational goals. So it is crucial to recognize, reward, and celebrate accomplishments.

When I visit a new bookstore, I demand cleanliness, computer monitors, and rigorous alphabetization. When I visit a secondhand bookstore, I prefer indifferent housekeeping, sleeping cats, and sufficient organizational chaos.

By far the most difficult skill I learned as a C.E.O. was the ability to manage my own psychology. Organizational design, process design, metrics, hiring and firing were all relatively straightforward skills to master compared with keeping my mind in check.

It's not logical that we boast the most advanced and powerful internationally integrated economy in the world, then claim organizational incompetence and poverty when it comes to creating and funding a national health care system for all Americans.

As you climb of the organizational ladder, you have to redefine your role in the value chain from player to captain to coach to manager, and for some, to owner. These are different roles and you won't be able to succeed as a manager when you're acting like a player.

As a man, it is true that I will never know what it is like to be a woman. As an organizational psychologist, though, I feel a responsibility to bring evidence to bear on dynamics of work life that affect all of us, not only half of us.

I try to motivate people and align our individual incentives with organizational incentives. And then let people do their best.

I could not accept that organizational interpretations, based on shifting human reasoning, could ever be made equal in authority to the actual statements found in God's unchangeable Word.

Innovation is the lifeblood of an organization. Knowing how to lead and work with creative people requires knowledge and action that often goes against the typical organizational structure. Protect unusual people from bureaucracy and legalism typical of organizations.

I would say democracy once meant an organizational society and a state, in which the individual citizen is - feels - responsible, and acts responsibly, and participates in decision-making.

The most interesting aspect for me, composing exclusively with patterns, is that there is not one organizational procedure more advantageous than another, perhaps because no one pattern ever takes precedence over the others

Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results.

We believe behavioral science, cognitive computing, and machine intelligence are essential to a successful, holistic surveillance offering and critical to efficient and effective organizational compliance with an increasingly intricate global regulatory environment.

I am not so interested in religion or dogma of any kind. It is too restrictive for me, too organizational, too hierarchical, and too tied up in power and being right. You call it a "rabid evangelism."