There is no economy in having one operation produce a part and another separate the good ones from the bad ones.

Managers don't like giving appraisals, and employees don't like getting them. Perhaps they're not liked because both parties suspect what the evidence has proved for decades: Traditional performance appraisals don't work.

What makes a scientist great is the care that he takes in telling you what is wrong with his results, so that you will not misuse them.

There is very little evidence that we give a hoot about profit.

The aim proposed here for any organization is for everybody to gain - stockholders, employees, suppliers, customers, community, the environment - over the long term.

Management by results - like driving a car by looking in rear view mirror.

Eighty-five percent of the reasons for failure are deficiencies in the systems and process rather than the employee. The role of management is to change the process rather than badgering individuals to do better.