First Quote Added
April 10, 2026
Latest Quote Added
"Reengineering has captured the imagination of managers and shareholders alike, sending corporations on journeys of radical business redesign that have already begun to transfigure global industry. Yet aside from earning them improvements in their business performance, the shift into more-process-centered organizations is causing fundamental changes in the corporate world, changes that business leaders are only now beginning to understand. What will the revolutions final legacy be?"
"To succeed at reengineering, you have to be a missionary, a motivator, and a leg breaker."
"Tomas Bata and Bata-System of management are not well known today even though their success and heritage value are undisputed and awe-inspiring in the New Economy. T. Bata died in 1932 in a plane crash. By the time of his death he had introduced fundamental changes in management philosophy and techniques. Many of Bata approaches have been ‘discovered’ during the last 20 years by the Western World as part of what has become known as the ‘Quality Revolution’. Quality management was practiced by the Bata enterprises since before the World War I, through 1920s, 1930s and 1940s, well before the ‘gurus of quality’ even started thinking about the subject. Japanese visitors came to Zlin to learn about the Bata system well before the World War II. In addition, Bata executives traveled to Japan in 1937 and predicted the industrial rise of Japan at that time."
"The great quality teacher, Shoji Shiba, often tells people that the biggest barrier to changing understanding is the following word: IAKI, which is not a Japanese word at all. It is an acronym for I ALREADY KNOW IT... Professor Shiba then goes on to say: “Yes, you may know it, but you don't know how to do it!” There is an enormous difference between knowledge and know-how... Too many executives believe that if they listen to a lecture or read a book they will know how to do something....Nobody ever became a great lover by just reading a book or watching a video. You have to get in and do it. There are some things you can only learn through experience."
"With the changes in technological complexity, especially in information technology, the leadership task has changed. Leadership in a networked organization is a fundamentally different thing from leadership in a traditional hierarchy."
"Job satisfaction and job dissatisfaction are not the obverse of each other... The opposite of job satisfaction would not be job dissatisfaction, but rather would be no job satisfaction. Similarly, the opposite of job dissatisfaction is no job dissatisfaction, not satisfaction with one's job."
"Factors involved in producing job satisfaction were separate and distinct from the factors that led to job dissatisfaction."
"Dissatisfiers led to dissatisfaction because of the need to avoid pain for situations that caused discomfort; satisfiers led to job satisfaction because of a need for growth or self-actualization."
"Man has two sets of needs: his need as an animal to avoid pain and his need as a human to grow psychologically."
"Among the factors of hygiene we have included supervision, interpersonal relations, physical working conditions, salary, company policies and administrative practices, benefits, and job security."
"Let us summarize briefly our answer to the question, "What do people want from their jobs?" When our respondents reported feeling happy with their jobs, they most frequently described factors. related to their tasks, to events that indicated to them that they were successful in the performance of their work, and to the possibility of professional growth. Conversely, when feelings of unhappiness were reported, they were not associated with the job itself but with conditions that surround the doing of the job. These events suggest to the individual that the context in which he performs his work is unfair or disorganized and as such represents to him an unhealthy psychological work environment. Factors involved in these situations we call factors of hygiene, for they act in a manner analogous to the principles of medical hygiene."
"The job satisfiers deal with the factors involved in doing the job, whereas the job dissatisfiers deal with the factors that define the job context. Poor working conditions, bad company policies and administration, and bad supervision will lead to job dissatisfaction. Good company policies, good administration, good supervision, and good working conditions will not lead to positive job attitudes."
"All the basic satisfiers, recognition, achievement, advancement, responsibility, and work itself, appeared with significantly greater frequencies in the highs than they did in the low sequences of-events."
"The factors that are rarely instrumental in bringing about high job attitudes focus not on the job itself but rather on the characteristics of the context in which the job is done: working conditions, interpersonal relationships, supervision, company policies, administration of these policies, effects on the worker's personal life, job security, and salary. This is a basic distinction. The satisfiers relate to the actual job. Those factors that do not act as satisfiers describe the job situation."
"The results of this study are presented under three general headings. The first, and most extensive, section consists of data relating to the factors that lead to positive and negative attitudes toward the job. It will be recalled that the major question this study set out to investigate was whether different kinds of factors were responsible for bringing about job satisfaction and job dissatisfaction."
"As a first step in preparing the analytic scheme, all of the interviews were read by one of our staIr members and the replies were broken down into "thought units." A thought unit is defined as a statement about a single event or condition that led to a feeling, a single characterization of a feeling, Or a description of a single effect."
"A sample limited to one profession would have yielded results of doubtful generality. To develop findings independent of the peculiar circumstances of the engineer, we needed to study a comparable group. Accountants were chosen because their jobs, like those of engineers,· are rich in technique. This richness makes it likely that the accountant, like the engineer, would have much to tell us. However, the groups are vastly different in the nature of their training, their present degree of professionalization, the kind of work they do, and, presumably, the kind of people attracted into them. Last, by covering accountants and engineers, we examined the job attitudes of two of the most important staff groups in modern industry"
"In our first pilot study we talked with clerical and production workers as well as professional and managerial people. We discovered that the professional and managerial groups were more verbal, showed a quicker grasp of the technique, and gave more and better delineated sequences of events than the clerical and production groups."
"There is a great variety of measures of job attitudes. Basically, however, the identification of job attitudes has been done in three ways. In the first of these the worker is asked to express his "[job satisfaction]]" directly by answering questions that investigate his over-all attitude toward his job, whether he likes or dislikes it."
"This book reports the findings from a study of job motivation based on a fresh approach to this problem. It is an important study, since the analyses and interpretations of the authors suggest that a breakthrough may well have been made to provide new insights into the nature and method of operation of job attitudes."
"True motivation comes from achievement, personal development, job satisfaction, and recognition."
"It's the job of the manager not to light the fire of motivation, but to create an environment to let each person's personal spark of motivation blaze."
"Idleness, indifference and irresponsibility are healthy responses to absurd work... If you want people motivated to do a good job, give them a good job to do."
"In 1950, I received my PhD in psychology. I was offered a fellowship to attend the Graduate School of Public Health at the . My major was to be in industrial mental health under the direction of an industrial psychiatrist from McGill University in Canada by the name of Graham Taylor. Unfortunately, I soon discovered that the concepts of industrial mental health were really a restatement of the concepts of that I had previously studied in clinical and abnormal psychology. Reflecting this disappointment, I entitled my Public Health Practice thesis Mental Health Is Not the Opposite of Mental Illness. After receiving my master’s degree in public health, I took a job as research director for Psychological Services of Pittsburgh. A local industrialist came to see me after a nasty labor relations disturbance and asked me plaintively, ‘What do people want from their jobs?’ I answered him in typical academic fashion, ‘Sir, I don’t know but if you give me enough money I will find out.’. I followed up on my School of Public Health thesis by designing a study to test the hypothesis that job satisfaction and job dissatisfaction were separate concepts. The result was the book, The Motivation to Work, which led to a fundamentally different approach to the study of people’s affective states."
"If you want people to do a good job, give them a good job to do — an enriched job."
"I can charge a man's battery, and then recharge it, and recharge it again. But it is only when he has his own generator that we can talk about motivation. He then needs no outside stimulation. He wants to do it."
"For the early Greek writers Ethiopia was less a geographical location than a state of mind. For Greeks and Romans generally, Ethiopians meant dark-skinned peoples who lived south of Egypt. At times the reference was so vague as to include peoples from West Africa, Arabia, and India. At times it was more localized, referring to the Nubian kingdom of Kush, with its capital first at Napata and later at Meroe. What was constant was that the name Ethiopian denoted a person of dark color — literally, of burnt face — and that it connoted, above all else, remoteness."
"There are benefits to be gained from the ambiguities of scientific discourse. Of the four previously identified functions served by ambiguity, two remain outside the boundaries of scientific work. The function of attaining enlightenment through the intuition of indeterminacy belongs to mysticism, or perhaps to philosophy and poetry, not to the disciplined activity of science. And the protection of one's meanings and intentions through ambiguously opaque utterance, while perhaps useful as a protective ploy in scientific competition, cannot be sanctioned as appropriate conduct for a scientific enquirer. Through its two other functions, however — the evocative representation of complex meanings and the bonding of a community through diffuse symbols — ambiguity has long served and will continue to serve the general objectives of scientific activity. It is useful for scientific formulations to express an abundance of meanings, for these can ignite a cluster of insights that in turn lead to novel explorations."
"In his book Delinquent Boys (1955) Cohen was concerned to answer a number of questions about delinquency that he felt were not satisfactorily dealt with by Merton's strain theory. These questions sought to investigate:"
"In the status game, then, the working-class child starts out with a handicap and, to the extent that he cares what the middle-class persons think of him or has internalised the dominant middle-class attitudes toward social class position, he may be expected to feel some 'shame'."
"It is generally assumed that... register data are more representative than court data, which are the result of a long selective process of complaint, arrest, arraignment and prosecution."
"We usually assume that when people steal things, they steal because they want them. They may want them because they can eat them, wear them or otherwise use them; or because they can sell them; or even-if we are given to a psychoanalytic turn of mind because on some deep symbolic level they substitute or stand for something unconsciously desired but forbidden. All of these explanations have this in common, that they assume that the stealing is a means to an end, namely, the possession of some object of value, and that it is, in this sense, rational and utilitarian. However, the fact cannot be blinked-and this fact is of crucial importance in defining our problem-that much gang stealing has no such motivation at all."
"A learned man, Emile Durkheim,"
"A comparative social science requires a generalized system of concepts which will enable the scientific observer to compare and contrast large bodies of concretely different social phenomena in consistent terms."
"Anthropologists are interested in reconstructing the kinship system as it might have existed at the time of a proto-language. A kinship system can be regarded as composed of two correlated systems: a system of kinship terminology and a set of behaviors that are patterned in relation to the terminological system. We know of no way in which we can rigorously infer the kinds of behavior directly, but it is generally regarded as possible to reconstruct the terminology at least in part. If rigor can be introduced in the procedure of reconstructing kinship terminology, then a generalization of that rigorous procedure is lexical reconstruction."
"Socialization consists of those patterns of action or aspects of action which inculcate in individuals the skills (including knowledge), motives, and attitudes necessary for the performance of present and anticipated roles."
"Marion J. Levy Jr. [was] a scholar of sociology and international affairs who wrote about modernization theory, which seeks to explain why some societies undergo rapid economic development and corresponding social change."
"The fundamental problem posed by modernization is whether human animals can adjust as readily to longevity, affluence, and peace as they have in the past to shortgevity, poverty, and war."
"To know thyself is the ultimate form of aggression."
"1961: David McClelland’s The Achieving Society — discusses the need for achievement (first identified by Henry A. Murray), need to excel, to perform against standards, and to win; McClelland extended his theory to other acquired needs such as need for power and need for affiliation."
"McClelland [McClelland, D.C. (1961). The achieving society. Princeton, NJ: Van Nostrand] observed that the amount of achievement imagery in children’s books predicted the economic development of societies. He argued that achievement imagery is an indicator of a motivational climate, and when children grow up in a society that emphasizes the striving for achievement, they will be more economically productive later on. We tested McClelland’s hypothesis by coding school textbooks for achievement imagery from two German federal states (Baden-Württemberg and Bremen) with pronounced differences in economic and educational conditions. As expected, the schoolbooks from the state with the more advantageous conditions contained more achievement imagery."
"One study suggests that the most effective way to increase n Achievement may be to try simply and directly to alter the nature of an individual’s fantasies."
"Dynamic restlessness and concern with time would appear to go with high w Achievement and static "classicism" with low n Achievement, but on closer examination many flaws in the analogy are evident."
"The entrepreneurial role appears to call for decision-making under uncertainty."
"Practically all theorists agree that entrepreneurship involves, by definition, taking risks of some kind."
"At any rate that is precisely what happens: the “means” oriented stories come from countries which have managed to overcome the obstacles to economic achievement more successfully than other countries… These results serve to direct our attention as social scientists away from an exclusive concern with the external events in history to the “internal” psychological concerns that in the long run determine what happens in history"
"Psychologically speaking, what such findings seem to mean is that an achievement is not only more frequently present in stories from more rapidly developing countries but when it is present, it is more apt to be “means” oriented rather than goal oriented. The achievement sequence more often dwells on obstacles to success and specific means of overcoming them, rather than on the goal itself, the desire for it, and the emotions surrounding attaining or failing to attain it. The adaptive quality of such a concern with means is obvious: a people who think in terms of ways of overcoming obstacles would seem more likely to find ways of overcoming them in fact."
"[In The Achieving Society, 'need for achievement' is uncovered by having individuals write stories based on pictures they see] the stories represented short samples of the things people are most likely to think about or imagine when they are in a state of heightened motivation having to do with achievement. It may be worth considering for a moment why fantasy as a type of behavior has many advantages over any other type of behavior for sensitively reflecting the effects of motivational arousal. In fantasy anything is at least symbolically possible... Overt action, on the other hand, is much more constrained by limits set by reality or by the person's abilities. Furthermore, fantasy is more easily influenced than other kinds of behavior."