- I'm a natural writer, I love writing whether I'm a good writer is another question. The two books which I regard as my particular lasting contribution are Social Analysis and Organizational Design. I would be very happy to think if people got something from those two books but forgot anything else I'd written.
- Elliot's brilliant insight was that work in organisations is stratified and it has a basic time dimension. What the insight David BILLISON himself had, I think. The formulations we finished with are very simple. They can be categorized in a couple of words at each level.
- I started in the Rio Tindo group about 35 years ago in Broken Hill. My first line management role was any significance was about 30, 32 years ago. The creation of the business units within Rio Tinto really helped me think. I think we are doing a better job of management and employee relations.
- If there was to be more research done, it would be what's the relationship to making more money and requisite organization. At the end of the day, the chief executive has to make a big leap that more utilization of capacity and less coercion results in more profit.
- Novus uses a key accountabilities document and the Personal effectiveness Appraisal. It creates a framework for dialogue with the manager. It makes the manager do what he or she's supposed to do, face to face with the employee. It keeps us honest.
- I adopted the Felfare Pay system years ago. I've been able to manage global compensation with minimal use of external compensation consultants. This could help you better service your customers and still make money. But you have to get the jobs right first.
- The requisite system that we use to manage our business is a CEO tool that's invaluable in aligning HR to the business. You have to be a value adding HR practitioner to be at a strategic and senior level. It brings people together with a common language of how to achieve your goals.
- The key is if you have the knowledge and skill to lead, you can lead. There's a goldilocks medium, as you greet said, everything in moderation. You need be able to get mad and upset, but in a reasonable, controlled way.
- Early, early 90s. We had 92 different nationalities on staff. People weren't aware of all these different technology, different methodologies. It took a bit of time to introduce some of these concepts. Some of the more difficult ones were to bring them along.
- With these various dissertations being done at George Washington over the years, there had to be other faculty members on the committees. I wondered the reaction of these other faculty or how these ideas spread. All of them were supervised by people. Who are either open to remarkably new. Ideas and are not threatened by them.
- The Jackson approach rests on ideas of human nature and decency of approach to human beings. It's a reflection of the natural structures and changes in human abilities. People are changing, they're developing, and it's your job to help them develop.