Organization Quotes - Page 25

Loyalty, up and down the line. That's one quality an organization must have to be successful.

Say you're working for a big overseas aid organization. You can't leave home in a Mercedes Benz, travel 80 kilometers to work in a great concrete structure where there are diesel engines thundering in the basement just to keep it cool enough for you to work in, and plan mud huts for Africa! You can't get the mud huts right if you haven't got things right where you are. You've got to get things right, working for you, and then go and say what that is.

Obviously there are some organizations that go out on the street and say we want an end to the capitalist system. But obviously that is not going to happen as a result of just assuming that stance.

The goal of pacifism is possible only though a supranational organization. To stand unconditionally for this cause is the criterion of true pacifism.

Philosophy has a great sort of appeal in terms of an artistic or aesthetic organization of concepts. It's a conceptual art.

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.

Serious research and development efforts are required to produce technologies, strategies, organizations, and trained personnel who can go into failed states, work with our allies and friends, and promote the political and economic reforms that will meet popular needs and reduce the sources of terrorism and conflict.

A national legal organization is giving very serious thought to using The Betrayal of America as a legal basis for asking the House Judiciary Committee to institute impeachment proceedings against these five justices.

Since the moment of the United Nations' inception, untold energies have been expended by governments not only toward the exclusion of persons of principle and distinction from the organization's leading positions, but toward the installation of men whose character and affiliations would as far as possible preclude any serious challenge to governmental sovereignty.

There are three kinds of feedback and organizations must utilize all three to be effective: 1. Evaluation. This rates you against standards and peers. It lets you know where you stand. 2. Coaching. This information helps you get better and learn. It is an engine for learning. 3. Appreciation. Most desire for feedback is usually for appreciation. It motivates us.

Change comes from power, and power comes from organization. In order to act, people must get together.

The size of your organization is directly related to your ability to enforce the rules.

Effective teamwork will not take the place of knowing how to do the job or how to manage the work. Poor teamwork, however, can prevent effective final performance. And it can also prevent team members from gaining satisfaction in being a member of a team and the organization.

Our subtle-energy bodies play a major role in maintaining our health. Energy disturbances in the etheric body precede the manifestation of abnormal patterns of cellular organization and growth.

Large, centralized organizations foster alienation like stagnant ponds breed algae.

A lot of people don't trust the pitch. There's this kind of reputation it has for being untrustworthy and fickle and capricious and everything else, and those are words that big league managers and general managers and organizations aren't too fond of.

Collaboration is vital to sustain what we call profound or really deep change, because without it, organizations are just overwhelmed by the forces of the status quo.

The only things that evolve by themselves in an organization are disorder, friction and malperformance.

An ideal organization is one in which each worker's potentialities find room for expression.

There are people who are really good managers, people who can manage a big organization, and then there are people who are very analytic or focused on strategy. Those two types don't usually tend to be in the same person. I would put myself much more in the latter camp.

Aggression is the most common behavior used by many organizations, a nearly invisible medium that influences all decisions and actions.

He is someone who is involved in the Israeli-Palestinian conflict in a fundamental way. Let's start with who Dani Dayan is. He was the former head of one of the main settler councils, the Yesha Council, which is a kind of umbrella organization for settlements in the occupied West Bank. Now, you know, for some countries this might not be an issue, but Brazil has made a point of its policies on the Israeli-Palestinian issue.

In its most fundamental sense, execution is a systematic way of exposing reality and acting on it. Most companies don't face reality very well. ... Realism is the heart of execution, but many organizations are full of people who are trying to avoid or shade reality. Why? It makes life uncomfortable.

How people talk to each other absolutely determines how well the organization will function.

Facebook in particular is the most appalling spying machine that has ever been invented. Here we have the world's most comprehensive database about people, their relationships, their names, their addresses, their locations and the communications with each other, their relatives, all sitting within the United States, all accessible to US intelligence. Facebook, Google, Yahoo.. all these major US organizations have built-in interfaces for US intelligence. It's not a matter of serving a subpoena. They have an interface that they have developed for US intelligence to use.