A manager of people needs to understand that all people are different. This is not ranking people. He needs to understand that… — W. Edwards Deming Copy Share Image
When people try to do what they can not do, they wish to give up. — W. Edwards Deming Copy Share Image
I am not reporting things about people. I am reporting things about practices. — W. Edwards Deming Copy Share Image
The system that people work in and the interaction with people may account for 90 or 95 percent of performance. — W. Edwards Deming Copy Share Image
People with targets and jobs dependent upon meeting them will probably meet the targets - even if they have to destroy the… — W. Edwards Deming Copy Share Image
The aim of leadership should be to improve the performance of man and machine, to improve quality, to increase output, and simultaneously… — W. Edwards Deming Copy Share Image
The greatest waste … is failure to use the abilities of people…to learn about their frustrations and about the contributions that they… — 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 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
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
If you wait for people to come to you, you'll only get small problems. You must go and find them. The big… — 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
People learn in different ways: reading, listening, pictures, watching. — W. Edwards Deming Copy Share Image
The big problems are where people don't realise they have one in the first place. — W. Edwards Deming Copy Share Image
We are being ruined by the best efforts of people who are doing the wrong thing. — W. Edwards Deming Copy Share Image
People copy examples and then they wonder what is the trouble. They look at examples and without theory they learn nothing. — W. Edwards Deming Copy Share Image
What should be the aim of management? What is their job? Quality is the responsibility of the top people. Its origin is… — 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
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
