“How do I fit in my area or department? • How do all the departments fit into the organization? • Where does our organization fit in the market? • How is our market related to other industries and the economy?”
“Either the day must come when joy prevails and all the makers of misery are no longer able to infect it, or else, for ever and ever, the makers of misery can destroy in others the happiness they reject for themselves.”
“it is hard for anyone who is dissatisfied not to blame some one else, and especially the
person nearest of all to him, for the ground of his dissatisfaction.”
“A CHECKLIST FOR CHANGE Below are the questions you should review before attempting changes within an organization. When the questions can be answered with a yes, change tends to be easier. Questions that can only be answered with no (or maybe) usually indicate that change will be difficult. YES NO ____ ____ Will this change benefit the followers? ____ ____ Is this change compatible with the purpose of the organization? ____ ____ Is this change specific and clear? ____ ____ Are the top 20 percent (the influencers) in favor of this change? ____ ____ Is it possible to test this change before making a total commitment to it? ____ ____ Are physical, financial, and human resources available to make this change? ____ ____ Is this change reversible? ____ ____ Is this change the next obvious step? ____ ____ Does this change have both short- and long-range benefits? ____ ____ Is the leadership capable of bringing about this change? ____ ____ Is the timing right?”
“Not ordinarily do men achieve this balance of opposites. The idealists are not usually realistic, and the realists are not usually idealistic. The militant are not generally known to be passive, nor the passive to be militant. Seldom are the humble self-assertive, or the self assertive humble. ...truth is found neither in the thesis nor the antithesis, but in an emergent synthesis that reconciles the two.”
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