Two basic rules of life are: 1) Change is inevitable. 2) Everybody resists change. — W. Edwards Deming Copy Share Image
When a worker has reached a stable state, further training will not help him. — W. Edwards Deming Copy Share Image
Stamping out fires is a lot of fun, but it is only putting things back the way they were. — W. Edwards Deming Copy Share Image
I think that people here expect miracles. American management thinks that they can just copy from Japan - but they don't know… — W. Edwards Deming Copy Share Image
The main difference between service and manufacturing is the service department doesn't know that they have a product. — W. Edwards Deming Copy Share Image
Management of outcomes may not be any more than a skill. It does not require knowledge. — W. Edwards Deming Copy Share Image
To manage one must lead. To lead, one must understand the work that he and his people are responsible for — W. Edwards Deming Copy Share Image
The prevailing style of management must undergo transformation. A system can not understand itself. The transformation requires a view from outside. — W. Edwards Deming Copy Share Image
A manager of people knows that in this stable state it is distracting to tell the worker about a mistake. — W. Edwards Deming Copy Share Image
Forces of Destruction: grades in school, merit system, incentive pay, business plans, quotas. — W. Edwards Deming Copy Share Image
Eighty percent of American managers cannot answer with any measure of confidence these seemingly simple questions: What is my job? What in… — W. Edwards Deming Copy Share Image
It is not enough that top management commit themselves for life to quality and productivity. They must know what it is that… — W. Edwards Deming Copy Share Image
Failure of management to plan for the future and to foresee problems has brought about waste of manpower, of materials, of the… — W. Edwards Deming Copy Share Image
Long-term commitment to new learning and new philosophy is required of any management that seeks transformation. The timid and the fainthearted, and… — W. Edwards Deming Copy Share Image
Eighty-five percent of the reasons for failure are deficiencies in the systems and process rather than the employee. The role of management… — W. Edwards Deming Copy Share Image
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… — W. Edwards Deming Copy Share Image
For Quality: Stamp out fires, automate, computerize, M.B.O., install merit pay, rank people, best efforts, zero defects. WRONG!!!! Missing ingredient: profound knowledge. — W. Edwards Deming Copy Share Image
To successfully respond to the myriad of changes that shake the world, transformation into a new style of management is required. The… — W. Edwards Deming Copy Share Image
Part of America's industrial problems is the aim of its corporate managers. Most American executives think they are in the business to… — W. Edwards Deming Copy Share Image
It is management's job to direct the efforts of all components toward the aim of the system. The first step is clarification:… — W. Edwards Deming Copy Share Image
Absence of defects does not necessarily build business... Something more is required. — W. Edwards Deming Copy Share Image
In Japan, a company worker's position is secure. He is retrained for another job if his present job is eliminated by productivity improvement. — W. Edwards Deming Copy Share Image
It is a mistake to assume that if everybody does his job, it will be all right. The whole system may be in trouble. — W. Edwards Deming Copy Share Image
The only useful function of a statistician is to make predictions, and thus to provide a basis for action. — W. Edwards Deming Copy Share Image
Sub-optimization is when everyone is for himself. Optimization is when everyone is working to help the company. — W. Edwards Deming Copy Share Image
Rational behavior requires theory. Reactive behavior requires only reflex action. — W. Edwards Deming Copy Share Image
A manager of people needs to understand that all people are different. This is not ranking people. He needs to understand that the performance… — W. Edwards Deming Copy Share Image
