Quotes of All Topics . Occasions . Authors
In any given day, our administration has about 2 million employees, and things happen. We put in process procedures to make sure if there has been any wrongdoing, there will be appropriate consequences, and we will move on.
Employers should not be able to impose their religious beliefs on female employees, ignoring their individual health decisions and denying their right to reproductive care. Bosses belong in the boardroom, not in the bedroom.
It is very important that the director of the Central Intelligence Agency adhere to the same classification guidelines that all employees must adhere to because there are very good reason for those classification guidelines.
Employees will tolerate a lot from a great manager. But employees are very quick to leave a manager. The manager is the way in which all broader initiatives are translated and filtered and make sense to individual employees.
I don't give my employees hours - some of them come in at 7 A.M., some at 10 A.M., some stay until 6 P.M. or midnight. They have that freedom to come and go as they wish, although they all put in more hours than your 9 to 5.
We rent one in three tuxedos in the U.S. and Canada, and if we make a mistake, our employees will deliver to the customer's home, office, or wedding. We get a couple hundred letters a week praising the service in our stores.
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.
Regulators all meet with Goldman Sachs executives and employees day after day after day. They don't see the people who get tricked, the people who get cheated, the people who get fooled by the products that Goldman turns out.
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.
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.
During the Enron debacle, it was workers who took the pounding, not bankers. Not only did Enron employees lose their jobs, many lost their retirement savings. That's because they were at the bottom of the investing food chain.
Although federal law prohibits companies with 15 or more employees from discriminating against pregnant job seekers, it can be quite hard for an ordinary woman to land a job if she lets prospective bosses know she is pregnant.
On the back end, software programming tools and Internet-based services make it easy to launch new global software-powered start-ups in many industries - without the need to invest in new infrastructure and train new employees.
If you're going to turn on an innovation engine, a lot depends on whether managers listen for the brilliance in their employees' ideas that they can then help test, or whether they listen for what's wrong and why it won't work.
Everyone at Michael Waltrip Racing is working hard to deliver great results to our owners, employees and sponsors. All organizations have a lot at stake each week as we are all measured by our performance and finishing position.
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.
People don't actually want to think about their own health and don't take action until they are sick. Yet employers are very motivated to get their employees healthy, since they bear most of the burden of their health care costs.
As a leader, you absolutely must expend your energy engaging your frontline employees so that they will take care of customers, who will tell stories about how great your company is to other people, who will become new customers.
In a nursery, if you don't take care of those plants, your profits get lost real quickly. You have to weed. You have to water. You have to nurture. Also, you have to take care of your employees in such a way that they do the same.
Google was founded to get information to everybody. A by-product of that strategy is that we invented an advertising business which has provided great economics that allows us to build the servers, hire the employees, create value.
With an extraordinary amount of federal employees authorized to use 100% official time on behalf of their union, the federal government loses the immensely valuable civil service for which he or she was originally hired to perform.
I don't blame or complain about things like the economy, the government, taxes, employees, gas prices, or any of the external things that I don't have control over. The only thing I have control over is my response to these things.
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.
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.
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.
It's hard to overestimate how much the perception of the quality of the V.C. firm you're with matters - the signal it sends to other V.C.s, to potential employees, to customers, to the tech press. It's like where you went to college.
If you're lucky enough to have a permanent position, don't feel entitled. Companies value longtime employees' institutional memory, but to be irreplaceable, you must stay invested. Take the initiative and assume new responsibilities.
A lot of what is wrong with corporate America has to do with a culture filled with antibodies trained to expel anything different. HR departments often want cookie cutter employees, which inevitably results in cookie cutter solutions.
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've learned that it's important to listen to employees at all levels, to engage them, to empower them. Whether you're a first-line supervisor or the head of an entire agency, you should be asking career staffers, 'What do you think?'
Many of the things we do at Basecamp would be considered unusual at most companies: paying for employees' hobbies, allowing our team to work from anywhere, even footing the bill for fresh fruits and veggies in our staff members' homes.
When I started out in Facebook, it had only 20 people. I saw it grow to a thousand employees and from five million users to over a billion users. I saw it evolve from a service that served college students to one that served the world.
The basic idea that incentives can be used to motivate behavior is a powerful one. It works for employees, and it has a clear place in parenting, as anyone who has tried to potty-train a recalcitrant toddler with sticker rewards knows.
It is only when there is the supervision and critical oversight from the people that the government will be in a position to do an even better job, and employees of government departments will be the true public servants of the people.
I'm lucky that my restaurant partners are my wife Liz and Doug Petkovic. We opened our first restaurant over 15 years ago. And we didn't open up our second restaurant for almost ten years. So that gave us a good foundation of employees.
I don't want anybody, whether it's my grandchildren or any of our employees' grandchildren, to have to apologise for working for Ford Motor Company. In fact, I want the opposite. I want them to look and say, 'What a difference we made!'
We have a space agency desperately in need of purpose, whose employees and capabilities have been wasted for decades on make-work projects and dead-end PowerPoint pioneering placebos designed to do nothing more than keep the billing high.
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.
My father was an entrepreneur - a sign maker, and he had about 20 employees - and often he'd take me to business meetings, and I would listen to him talk with his workers and customers. We would also talk a lot about business over dinner.
By mandating equal pay, the government erases the competitive advantage of those people who are willing to take less pay. In addition, employers are less willing to hire employees who they believe could subject them to increased liability.
I wouldn't ask any of my employees to do anything I wouldn't do. And I work as hard, if not harder than the rest of the staff, to set an example. I also believe in giving my employees a lot of room to be creative and to express themselves.
Without concentration, a business will be ordinary in every respect, because it will have no presence, no inner force, no way to attract the people upon whom it depends for its very existence - employees, customers, suppliers, and lenders.
One word that seems to connect both leaders and employees is: 'outcomes.' Built into that word is the implicit and explicit understanding and agreement that effective actions lead to good outcomes; ineffective actions lead to poor outcomes.
My parents grew that small business from one 18-year-old guarding a bingo to more than 125 employees in three states. And sure, there was help along the way. But my parents took the risk. They stood up. And you better believe they built it.
From maintaining public safety to educating our children to providing critical services, our police officers, firefighters, sanitation workers, teachers, librarians and so many other public employees are there for us when we need them most.
When you cut that eggplant up and you roast it in the oven and you make the tomato sauce and you put it on top, your soul is in that food, and there's something about that that can never be made by a company that has three million employees.
It's widely recognized that employers and employees need more assistance addressing problems with rising health care costs. Attempts to address the problem are going to require a federal response, not a patchwork of state and local mandates.
Contrary to some of the rhetoric we've heard, AB5 does not automatically reclassify any ride-share drivers from independent contractors to employees. AB5 does not provide drivers with benefits, nor does it give drivers the right to organize.
The fact is, employees cannot make breakthroughs if they can't openly and honestly disagree with their peers and their leader. Indeed, great leaders don't just permit conflict; they actively try to elicit it from reluctant employees as well.
When a company gets bigger, when it begins to bring on employees, it naturally goes through this tendency of wanting to control, of wanting to build process - essentially to say not every one of our customers or employees has great judgment.