I think I understand the relationships between different people within the company: people who are straightforward employees, people who can impact the bottom line, and people who share in the bottom line. I don't think you can understand inequality in America unless you understand what's driving profitability.
We want to take care of our employees, because they take care of our family.
I really don't think that the public-sector employees should be unionized.
I have used the laws of this country just like the greatest people that you read about every day in business have used the laws of this country, the chapter laws, to do a great job for my company, for myself, for my employees, for my family, et cetera.
At around 50 employees, you get to the point where you can't see what's going on all the time. So you start to have weekly check-ins, and you have days that go by without knowing exactly what's going on.
The world has changed, and it's almost been 11 years. I have 975 employees. I have six restaurants. We haven't opened any new ones in almost three years.
My role is really just to try to make sure that the voice of all shareholders and employees is heard - that no one is bullying their agenda, their choice of a CEO, or their selection of who should be the board members. Benchmark, I believe, has been pushing their agenda at the expense of those stakeholders.
The easy way out is to approve an early retirement plan one year but not pay out sick and vacation time to deserving employees until three years later. Unfortunately, later is now.
In order to work for Chrysler, you are required to join the union, in this case UAW. There's no choice - it's a union shop - the employees voted to have it that way, and in America, that's the way it is.
You find out two executives are planning to break their contracts, keep the money you gave them, and steal 40 employees. What do you do? You fire them.
U.N. employees, including senior leadership, should be selected based on merit and competence while continuing endeavors to achieve gender parity and geographical balance.
If you're constantly making business decisions on behalf of your investors first, ultimately you're going to wear down your other stakeholders. It's going to be potentially hurtful for your employees and your customers and the community you do business with.
The notion that employees and companies have a social contract with each other that goes beyond a paycheck has largely vanished in United States business.
Those who purify your water, inspect your meat, and test your kids' toys, as well as a huge number of nurses, teachers, and our soldiers, are public employees. The firefighters who don't hesitate to rush toward danger while you run away from it - they are all public employees.
Large companies are not going to disappear. Multinational companies with tens of thousands of employees are not going to disappear. In fact, many of them are getting larger because they can benefit from economies of scale.
Many founders hire just because it seems like a cool thing to do, and people always ask how many employees you have.
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.
It's very likely that graduates, current employees and retirees have some wonderful pieces of Deer Park history in their closets or garages.
Last year, Congress gave the Department of Defense the authority to design a new civilian personnel system for its employees as part of the defense authorization bill.
Our employees chose SK on belief that they will be happier working here and that the company will make the society happier.
I'm not going to raise taxes; I'm not going to have a wage increase for public employees.
Employees make the best dates. You don't have to pick them up and they're always tax-deductible.
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.
Paying your employees well is not only the right thing to do but it makes for good business.
Employees don't need to be best friends, but there does need to be a level of mutual respect and understanding.
Things that have happened with Enron and companies like that, where they've squandered their employees' pension funds, I think it has brought a new level of anxiety. People don't feel like they can trust their employer.
If you run a business, if you are responsible for a lot of people, you come to grips with the reality that you have to have discipline. You have to protect the enterprise in order to take care of the employees. So, therefore, you can't be wasteful. You can't squander things, or you jeopardize other people.
Research indicates that employees have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.
In fact, at Olympic National Park in my district, they 3 years ago had 130 summer employees they brought in for temporary work. This summer they have 25 because they cannot afford more.
Look at the Quakers - they were excellent business people that never lied, never stole; they cared for their employees and the community which gave them the wealth. They never took more money out than they put back in.
That co-operation and peace rather than industrial strife and strikes will best promote the prosperity of the employees the company and all of the people and even strengthen the nation.
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.
Prove to yourself that your business, in micro-scale at least, creates value. If you believe it, you'll find it that much easier to convince potential investors, partners and employees, too.
We would rather have our employees running our business.
Other countries around the world make employees and retirees first in the priority. For example, in Mexico, the bankruptcy laws say if a company wants to go bankrupt... obligations to employees and retirees will have a first priority. That has an effect on every negotiation that takes place with every company in Mexico.
Pay attention to those employees who respectfully ask why. They are demonstrating an interest in their jobs and exhibiting a curiosity that could eventually translate into leadership ability.
