Unless a group of workers know their work is under surveillance, that they are being rated as fairly as human beings, with the fallibility that goes with human judgment, can rate them, and that at least an attempt is made to measure their worth to an organization in relative terms, they are likely to sink back on length of service as the sole reason for retention and promotion.

Probably nothing in the experience of the rank and file of workers causes more bitterness and envy than the realization which comes sooner or later to many of them that they are "stuck" and can go no further.

One of the baffling things about life is that the purposes of institutions may be ideal, while their administration, dependent upon the faults and weaknesses of human beings, may be bad.

The woman who does her job for society inside the four walls of her home must not be considered by her husband or anyone else an economic "dependent," reaching out her hands in mendicant fashion for financial help.

The matter of consulting experienced workers, of keeping all the workers informed of changes in production and wage methods, and how the changes are arrived at, seems to me the most important duty in the whole field of management.

I complacently accepted the social order in which I was brought up. I probably would have continued in my complacency if the happynecessity of self-support had not fallen to my lot; if self-support had not deepened and widened my contacts and my experience.

The correct rate of speed in innovating changes in long-standing social customs has not yet been determined by even the most expert of the experts. Personally I am beginning to think there is more danger in lagging than in speeding up cultural change to keep pace with mechanical change.