28 December 2016

♟️Strategic Management: Managers (Just the Quotes)

"The manager must never be lacking in knowledge of the special profession which is characteristic of the undertaking: the technical profession in industry, commercial in commerce, political in the State, military in the Army, religious in the Church, medical in the hospital, teaching in the school, etc. The technical function has long been given the degree of importance which is its due, and of which we must not deprive it, but the technical function by itself cannot endure the successful running of a business; it needs the help of the other essential functions and particularly of that of administration. This fact is so important from the point of view of the organization and management of a business that I do not mind how often I repeat it in order that it may be fully realized." (Henri Fayol, "Industrial and General Administration", 1916)

"Managers today come up against a few more communication barriers. One is the pressure of time. Listening carefully takes time, and managers have little of that to spare. In today’s business culture especially, with its emphasis on speed, already pressed managers may give short shrift to the slower art of one-on-one communication." (Carl Rogers & Fritz Roethlisberger, "Barriers and gateways to communication", Harvard Business Review, 1952)

"Managers are the basic and scarcest resource of any business enterprise." (Peter F Drucker, "The Practice of Management", 1954)

"[...] authority - the right by which superiors are able to require conformity of subordinates to decisions - is the basis for responsibility and the force that binds organization together. The process of organizing encompasses grouping of activities for purposes of management and specification of authority relationships between superiors and subordinates and horizontally between managers. Consequently, authority and responsibility relationships come into being in all associative undertakings where the superior-subordinate link exists. It is these relationships that create the basic character of the managerial job." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Authority delegations from a superior to a subordinate may be made in large or small degree. The tendency to delegate much authority through the echelons of an organization structure is referred to as decentralization of authority. On the other hand, authority is said to be centralized wherever a manager tends not to delegate authority to his subordinates." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"Responsibility cannot be delegated. While a manager may delegate to a subordinate authority to accomplish a service and the subordinate in turn delegate a portion of the authority received, none of these superiors delegates any of his responsibility. Responsibility, being an obligation to perform, is owed to one's superior, and no subordinate reduces his responsibility by assigning the duty to another. Authority may be delegated, but responsibility is created by the subordinate's acceptance of his assignment." (Harold Koontz & Cyril O Donnell, "Principles of Management", 1955)

"It is highly important for managers to be honest and clear in describing what authority they are keeping and what role they are asking their subordinates to assume." (Robert Tannenbaum & Warren H Schmidt, Harvard Business Review, 1958)

"We have overwhelming evidence that available information plus analysis does not lead to knowledge. The management science team can properly analyse a situation and present recommendations to the manager, but no change occurs. The situation is so familiar to those of us who try to practice management science that I hardly need to describe the cases." (C West Churchman, "Managerial acceptance of scientific recommendations", California Management Review Vol 7, 1964)

"The successful manager must be a good diagnostician and must value a spirit of inquiry." (Edgar H Schein, "Organizational Psychology", 1965)

"Managers need all the information they want. Most MIS designers 'determine' what information is needed by asking managers what information they would like to have. This is based on the assumption that managers know what information they need and want." (Russell L Ackoff, "Management Misinformation Systems", 1967)

"Most MIS [Management Information Systems] designers 'determine' what information is needed by asking managers what information they would like to have. This is based on the (often erroneous) assumption that managers know that information they need and want it." (Russell L Ackoff, Management Science, 1967)

"Targets set by individual managers are relevant to the company's goals because the entire management group is involved in the total planning process." (Walter S Wilkstrom, "Managing by-and-with Objectives", 1968)

"[Management by objectives is] a process whereby the superior and the subordinate managers of an enterprise jointly identify its common goals, define each individual's major areas of responsibility in terms of the results expected of him, and use these measures as guides for operating the unit and assessing the contribution of each of its members." (Robert House, "Administrative Science Quarterly", 1971)

"The myth of efficiency lies in the assumption that the most efficient manager is ipso facto the most effective; actually the most efficient manager working on the wrong task will not be effective." (R Alec Mackenzie, "The Time Trap", 1972)

"It is more important for the manager to get his information quickly and efficiently than to get it formally." (Henry Mintzberg, "The Nature of Managerial Work", 1973)

"The manager does not handle decisions one at a time; he juggles a host of them, dealing with each intermittently, all the while attempting to develop some integration among them." (Henry Mintzberg, "The Nature of Managerial Work", 1973)

"The manager faces the real danger of becoming a major obstruction in the flow of decisions and information." (Henry Mintzberg, "The Nature of Managerial Work, 1973)

"The manager is a servant. His master is the institution he manages and his first responsibility must therefore be to it." (Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"The prime occupational hazard of the manager is superficiality." (Henry Mintzberg, "The Nature of Managerial Work", 1973)

"A manager [...] sets objectives [...] organizes [...] motivates and communicates [...] measure[s] [...] develops people. Every manager does these thingsknowingly or not. A manager may do them well, or may do them wretchedly, but always does them." (Peter F Drucker, "People and Performance", 1977)

"Above all, innovation is not invention. It is a term of economics rather than of technology. [...] The measure of innovation is the impact on the environment. [...] To manage innovation, a manager has to be at least literate with respect to the dynamics of innovation." (Peter F Drucker, "People and Performance", 1977)

"[...] when a variety of tasks have all to be performed in cooperation, syncronization, and communication, a business needs managers and a management. Otherwise, things go out of control; plans fail to turn into action; or, worse, different parts of the plans get going at different speeds, different times, and with different objectives and goals, and the favor of the 'boss' becomes more important than performance." (Peter F Drucker, "People and Performance", 1977)

"Managers are not confronted with problems that are independent of each other, but with dynamic situations that consist of complex systems of changing problems that interact with each other. I call such situations messes. Problems are extracted from messes by analysis. Managers do not solve problems, they manage messes." (Russell L Ackoff, "The future of operational research is past", 1979)

"Managers construct, rearrange, single out, and demolish many objective features of their surroundings. When people act they unrandomize variables, insert vestiges of orderliness, and literally create their own constraints." (Karl E Weick, "Social Psychology of Organizing", 1979)

"Overly optimistic goals nearly always result in one of two extremes. If the goal is seen as a must, then the division manager must 'go for broke. This can result in reckless risk taking. More commonly [...] ultraconservative action. The reasoning is: "Why take any chances to achieve an unattainable goal."(Bruce Henderson, "Henderson on Corporate Strategy", 1979)

"The performance of profit center managers is [usually] measured over a moderate time span. The penalty for unsatisfactory absolute performance over the short-term is severe. The proper balance between known performance and potential future benefits is never clear." (Bruce Henderson, "Henderson on Corporate Strategy", 1979)

"A competent manager can usually explain necessary planning changes in terms of specific facts which have contributed to the change. The existing fear, or attitude of failure, which results from missed completion dates should be replaced by a more constructive fear of failing to keep a plan updated." (Philip F Gehring Jr. & Udo W Pooch, "Advances in Computer Programming Management", 1980)

"The productivity of work is not the responsibility of the worker but of the manager." (Peter F Drucker, "Management in Turbulent Times", 1980)

"Knowledge specialists may ascribe a degree of certainty to their models of the world that baffles and offends managers. Often the complexity of the world cannot be reduced to mathematical abstractions that make sense to a manager. Managers who expect complete, one-to-one correspondence between the real world and each element in a model are disappointed and skeptical." (Dale E Zand, "Information, Organization, and Power", 1981)

"In management, there are few things as dangerous as a comprehensive, accurate answer to the wrong question. This is pseudo-knowledge. It easily misleads management into erroneous actions. Pseudo-knowledge has mushroomed with the advent of computers, which have made available masses of data that answer questions managers found too costly to ask before. In too many instances, however, the data are collected but not used because they answer irrelevant questions." (Dale E. Zand, "Information, Organization, and Power", 1981)

"Knowledge-based organizations require managers to be problem-centered rather than territory-centered." (Dale E Zand, "Information, Organization, and Power", 1981)

"Managers often try to give others the feeling that they are participating in the decision process. When a manager involves people in a problem for which he has adequate information and clear criteria for making an acceptable decision, he is engaging in pseudoconsultation. When he involves others in lengthy discussions of trivial problems, he is engaging in pseudoparticipation. Most people recognize these ceremonies as a waste of time." (Dale E Zand, "Information, Organization, and Power", 1981)

"Managing upward relies on informal relationships, timing, exploiting ambiguity, and implicit communication. And the irony of it all is that these most subtle skills must be learned and mastered by younger managers who not only lack education and directed experience in benign guerilla warfare but are further misguided by management myths which contribute to false expectations and a misleading perception of reality." (Richard T Pascale & Anthony G Athos, "The Art of Japanese Management", 1981)

"At the core of every manager’s job is the requirement to make things happen toward a goal or consistent with a plan. Managers need to set goals and initiate actions to achieve them." (Richard Boyatzis, "Competent Manager", 1982)

"Coaching subordinates isn't an addition to a manager's job; it's an integral part of it." (George S Odiorne, "How Managers Make Things Happen", 1982)

"Managers are being confronted by a wider range of external pressures that must be taken into account in their major decisions [...] includ[ing] environmental protection, employment opportunities for minorities and all sorts of disadvantaged, shielding the consumer, and conforming to increasing government regulations." (Boris Yavitz & William H Newman, "Strategy in Action, 1982)

"One important function of strategy is to counteract a tendency of professional managers to become too conservative and bureaucratic." (Boris Yavitz & William H Newman, "Strategy in Action", 1982)

"Because the importance of training is so commonly underestimated, the manager who wants to make a dramatic improvement in organizational effectiveness without challenging the status quo will find a training program a good way to start." (Theodore Caplow, "Managing an Organization", 1983)

"Effective managers live in the present but concentrate on the future." (James L Hayes, "Memos for Management: Leadership", 1983)

"If managers are careless about basic things telling the truth, respecting moral codes, proper professional conductwho can believe them on other issues?" (James L Hayes, "Memos for Management: Leadership", 1983)

"Individual contributors who gather and disseminate know-how and information should also be seen as middle managers, because they exert great power within the organization." (Andrew S Grove, "High Output Management", 1983)

"Leadership is a manager's ability to get subordinates to develop their capabilities by inspiring them to achieve." (John A Reinecke & William F Schoell, "Introduction to Business", 1983)

"Managers have an awareness that they are the direct representatives of the employees." (Takashi Ishihara, "Cherry Blossoms and Robotics", 1983)

"Organizational values are best transmitted when they are acted out, and not merely announced, by the people responsible for training, or by the people who become role-models for recruits. The manager of an organization is a role-model ex officio and may have an astonishing ability to communicate organizational values to recruits in fleeting contacts with them. That is the age-old secret of successful generalship, and it is applied every day by charismatic leaders in other fields, whose commitments to their roles is so dramatic that they strike awe into the recruits who observe them in action." (Theodore Caplow, "Managing an Organization", 1983)

"There is an especially efficient way to get information, much neglected by most managers. That is to visit a particular place in the company and observe what's going on there." (Andrew S Grove, "High Output Management", 1983)

"We try to make management decisions that, if everything goes right, will preclude future problems. But everything does not always go right, and managers therefore must be problem solvers as well as decision makers." (James L Hayes, "Memos for Management: Leadership", 1983)

"By assuming sole responsibility for their departments, managers produce the very narrowness and self-interest they deplore in subordinates. When subordinates are relegated to their narrow specialties, they tend to promote their own practical interests, which then forces other subordinates into counter-advocacy. The manager is thereby thrust into the roles of arbitrator, judge, and referee. Not only do priorities become distorted, but decisions become loaded with win/lose dynamics. So, try as the manager might, decisions inevitably lead to disgruntlement and plotting for the next battle." (David L Bradford & Allan R Cohen, "Managing for Excellence", 1984)

"Most managers are reluctant to comment on ineffective or inappropriate interpersonal behavior. But these areas are often crucial for professional task success. This hesitancy is doubly felt when there is a poor relationship between the two. [...] Too few managers have any experience in how to confront others effectively; generally they can more easily give feedback on inadequate task performance than on issues dealing with another's personal style." (David L Bradford & Allan R Cohen, "Managing for Excellence", 1984)

"Most managers are rewarded if their unit operates efficiently and effectively. A highly creative unit, in contrast, might appear ineffective and uneven, and rather crazy to an outside or inside observer." (William G Dyer, "Strategies for Managing Change", 1984)

"One of the most important tasks of a manager is to eliminate his people's excuses for failure." (Robert Townsend, "Further Up the Organization", 1984)

"It seems to me that we too often focus on the inside aspects of the job of management, failing to give proper attention to the requirement for a good manager to maintain those relationships between his organization and the environment in which it must operate which permits it to move ahead and get the job done." (Breene Kerr, Giants in Management, 1985)

"The key mission of contemporary management is to transcend the old models which limited the manager's role to that of controller, expert or morale booster. These roles do not produce the desired result of aligning the goals of the employees and the corporation. [...] These older models, vestiges of a bygone era, have served their function and must be replaced with a model of the manager as a developer of human resources." (Michael Durst, "Small Systems World", 1985)

"A real challenge for some organizations is to build more qualitative information into their formal systems. One method used in some companies is to request a written narrative with each submission of statistics from the field. Another method is to hold periodic, indepth discussions involving several managers from different levels so that each can contribute whatever qualitative data are available to him." (Larry E Greiner et al, "Human Relations", 1986)

"[In a crisis:] Resist the pressure to take premature action. Talk to your people individually to find the crisis heroes, the handful of managers who have a clear understanding of the situation, see it the way you do, and can deal with any ambiguity involved. After you find them, tell them what you expect and lean on them hard." (Gerald C Meyers, "When It Hits the Fan", 1986)

"[Management science techniques] have had little impact on areas of decision-making where the management problems do not lend themselves to explicit formulation, where there are ambiguous or overlapping criteria for action, and where the manager operates through intuition." (James L McKenney & Peter G W Keen, Harvard Business Review on  Human Relations, 1986)

"Managers who are skilled communicators may also be good at covering up real problems." (Chris Argyris, Harvard Business Review, 1986)

"Most managers, most of the time, treat the happenings of the past as if they were the permanent or given nature of things, rather than simply things that occurred in the past." (Kenneth and Linda Schatz, "Management By Influence" 1986)

"Operating managers should in no way ignore short-term performance imperatives [when implementing productivity improvement programs.] The pressures arise from many sources and must be dealt with. Moreover, unless managers know that the day-to-day job is under control and improvements are being made, they will not have the time, the perspective, the self-confidence, or the good working relationships that are essential for creative, realistic strategic thinking and decision making." (Robert H Schaefer, Harvard Business Review, 1986)

"The inherent conflict between managers and professionals results basically from a clash of cultures: the corporate culture, which captures the commitment of managers, and the professional culture, which socializes professionals." (Joseph A Raelin, Harvard Business School, 1986)

"The practice of declaring codes of ethics and teaching them to managers is not enough to deter unethical conduct." (Saul W Gellerman, Harvard Business Review, 1986)

"The 'management by objectives' school [...] suggests that detailed objectives be spelled out at all levels in the corporation. This method is feasible at lower levels of management, but it becomes unworkable at the upper levels. The top manager must think out objectives in detail, but ordinarily some of the objectives must be withheld, or at least communicated to the organization in modest doses. A conditioning process that may stretch over months or years is necessary in order to prepare the organization for radical departures from what it is currently striving to attain." (H Edward Wrapp, Harvard Business Review on Human Relations, 1986)

"Top managers are currently inundated with reams of information concerning the organizational units under their supervision. Behind this information explosion lies a seemingly logical assumption made by information specialists and frequently accepted by line managers: if top management can be supplied with more 'objective' and 'accurate' quantified information, they will make 'better' judgments about the performance of their operating units. [...] A research study we have recently completed indicates that quantified performance information may have a more limited role than is currently assumed or envisioned; in fact, managers rely more on subjective information than they do on so called 'objective' statistics in assessing the overall performance of lower-level units." (Larry E. Greiner et al, Harvard Business Review on Human Relations, 1986)

"[Computer and other technical managers] must become business managers or risk landing on the technological rubbish heap." (Jim Leeke, PC Week, 1987)

"How you measure the performance of your managers directly affects the way they act." (John Dearden, Harvard Business Review, 1987)

"Management: The definition that includes all the other definitions in this book and which, because of that, is the most general and least precise. Its concrete, people meaning - the board of directors and all executives with the power to make decisions - is no problem, except for the not-so-little matter of where to draw the line between managers who are part of 'the management' and managers who are not. (Robert Heller, "The Pocket Manager", 1987)

"Management skills are only part of what it takes. [...] Managers must also be corporate warriors or leaders. These unique individuals are the problem identifiers. They possess a strong sense of vision; view firefighting as an opportunity to do things differently and smarter; and are business strategists who help identify key corporate growth issues." (John W Aldridge, Management Review, December 1987)

"Managers exist to plan, direct and control the project. Part of the way they control is to listen to and weigh advice. Once a decision is made, that's the way things should proceed until a new decision is reached. Erosion of management decisions by [support] people who always 'know better' undermines managers' credibility and can bring a project to grief." (Philip W Metzger, "Managing Programming People", 1987)

"Managers jeopardize product quality by setting unreachable deadlines. They don’​​​​​​t think about their action in such terms; they think rather that what they’​​​​​​re doing is throwing down an interesting challenge to their workers, something to help them strive for excellence." (Tom DeMarco & Timothy Lister, "Peopleware: Productive Projects and Teams", 1987)

"Most managers are not capable of making decisions involving complex technological matters without helplots of it. [...] The finest technical people on the job should have a dual role: doing technical work and advising management." (Philip W Metzger, "Managing Programming People", 1987)

"Most of us managers are prone to one failing: A tendency to manage people as though they were modular components."  (Tom DeMarco & Timothy Lister, "Peopleware: Productive Projects and Teams", 1987)

"People in the corporate world play to a higher audience that equates action with results. The constant pressure is to demonstrate that you are a tough manager capable of making tough decisions." (Charles J Bodenstab, Inc. Magazine, 1987)

[...] quality assurance is the job of the managers responsible for the product. A separate group can't 'assure' much if the responsible managers have not done their jobs properly. [...] Managers should be held responsible for quality and not allowed to slough off part of their responsibility to a group whose name sounds right but which cannot be guaranteed quality if the responsible managers have not been able to do so." (Philip W. Metzger, "Managing Programming People", 1987)

"Setting and communicating the right expectations is the most important tool a manager has for imparting that elusive drive to the people he supervises." (Andrew S. Grove, "One-On-One With Andy Grove", 1987)

"Setting goals can be the difference between success and failure. [...] Goals must not be defined so broadly that they cannot be quantified. Having quantifiable goals is an essential starting point if managers are to measure the results of their organization's activities. [...] Too often people mistake being busy for achieving goals." (Philip D Harvey & James D Snyder, Harvard Business Review, 1987)

"Telling a manager he's got to reach 25% growth isn't particularly relevant if his market isn't growing at all." (Ian A Cole, Business Week, 1987)

"The manager must decide what type of group is wanted. If cooperation, teamwork, and synergy really matter, then one aims for high task interdependence. One structures the jobs of group members so that they have to interact frequently [...] to get their jobs done. Important outcomes are made dependent on group performance. The outcomes are distributed equally. If frenzied, independent activity is the goal, then one aims for low task interdependence and large rewards are distributed competitively and unequally." (Gregory P Shea & Richard A Guzzo, Sloan Management Review, 1987)

"The major problems of our work are not so much technological as sociological in nature. Most managers are willing to concede the idea that they’​​​​​​ve got more people worries than technical worries. But they seldom manage that way. They manage as though technology were their principal concern. They spend their time puzzling over the most convoluted and most interesting puzzles that their people will have to solve, almost as though they themselves were going to do the work rather than manage it. […] The main reason we tend to focus on the technical rather than the human side of the work is not because it’​​​​​​s more crucial, but because it’​​​​​​s easier to do." (Tom DeMarco & Timothy Lister, "Peopleware: Productive Projects and Teams", 1987)

"The most successful managers are those that can quickly grasp how their bosses think." (Amy Bermar, PC Week, 1987)

"The way to get higher productivity is to train better managers and have fewer of them." (William Woodside, "Thriving on Chaos", 1987)

"When they [managers] can't manage because of too much oversight, it permeates the entire organization." (Frank C Carlucci, "Frank Carlucci on Management in Government", 1987)

"There's a burnout problem among programmers just as there is in any group. You can't expect a programmer to sit for weeks, months, years, doing the same type of programming, and not slack off. [...] Preventing stagnation is the manager's job. [...] Get them totally away from their current jobs." (Philip W Metzger, "Managing Programming People", 1987)

"To be effective, a manager must accept a decreasing degree of direct control." (Eric G Flamholtz & Yvonne Randal, "The Inner Game of Management", 1987)

"[Well-managed modern organizations] treat everyone as a source of creative input. What's most interesting is that they cannot be described as either democratically or autocratically managed. Their managers define the boundaries, and their people figure out the best way to do the job within those boundaries. The management style is an astonishing combination of direction and empowerment. They give up tight control in order to gain control over what counts: results." (Robert H Waterman, "The Renewal Factor", 1987)

"Rather than allowing them [subordinates] the autonomy to get involved and do the work in their own ways, what happens all too often is the manager wants the workers to do it the manager's way." (Edward L Deci, Nation's Business, 1988)

"Some people are excited about learning a new piece of software. Other people get very depressed. Good managers anticipate both situations they involve the persons to be affected in the process of selecting a particular program, and they provide time and resources for training. Training is the key in both cases." (Jonathan P Siegel, "Communications", 1988)

"The future prospects of management science will be much enhanced if (a) the diversity of issues confronting managers is accepted, (b) work on developing a rich variety of problem-solving methodologies is undertaken, and (c) we continually ask the question: 'What kind of issue can be managed with which sort of methodology?'." (Robert L Flood & Michael C Jackson, "Creative Problem Solving: Total Systems Intervention", 1991)

"A manager of people needs to understand that all people are different. This is not ranking people. He needs to understand that the performance of anyone is governed largely by the system that he works in, the responsibility of management." (W Edwards Deming, "The New Economics for Industry, Government, Education", 1993)

"Pressure can also make managers act out of character. Degrees of panic will cause a normally good manager to lose self-confidence and focus. Under stress, even a good plan can be abandoned." (Wheeler L Baker, "Crisis Management: A Model for Managers", 1993)

"Industrial managers faced with a problem in production control invariably expect a solution to be devised that is simple and unidimensional. They seek the variable in the situation whose control will achieve control of the whole system: tons of throughput, for example. Business managers seek to do the same thing in controlling a company; they hope they have found the measure of the entire system when they say 'everything can be reduced to monetary terms'." (Stanford Beer, "Decision and Control", 1994)

"The trouble is that no manager can really handle the full-scale isomorph of his enterprise unless he is the only employee. To delegate is to embark on a series of one-many transformations. The manager can at best settle for a homomorph consisting of all the ones." (Stanford Beer, "Decision and Control", 1994)

"Experience is the consequence of activity. The manager literally wades into the swarm of 'events' that surround him and actively tries to unrandomize them and impose some order: The manager acts physically in the environment, attends to some of it, ignores most of it, talks to other people about what they see and are doing."  (Karl E Weick, "Sensemaking in Organizations", 1995)

"Managers are incurably susceptible to panacea peddlers. They are rooted in the belief that there are simple, if not simple-minded, solutions to even the most complex of problems. And they do not learn from bad experiences. Managers fail to diagnose the failures of the fads they adopt; they do not understand them. […] Those at the top feel obliged to pretend to omniscience, and therefore refuse to learn anything new even if the cost of doing so is success." (Russell L Ackoff, "A Lifetime Of Systems Thinking", Systems Thinker, 1999)

"The manager [...] is understood as one who observes the causal structure of an organization in order to be able to control it [...] This is taken to mean that the manager can choose the goals of the organization and design the systems or actions to realize those goals [...]. The possibility of so choosing goals and strategies relies on the predictability provided by the efficient and formative causal structure of the organization, as does the possibility of managers staying 'in control' of their organization's development. According to this perspective, organizations become what they are because of the choices made by their managers." (Ralph D Stacey et al, "Complexity and Management: Fad or Radical Challenge to Systems Thinking?", 2000)

"The whole way of thinking focuses attention, for most, on the designed system, but it never proves sufficient, and they [the managers] have to 'get things done anyway', almost despite the system. What they are not encouraged to do, by this very way of thinking itself, is to pay attention to the detailed interactions between them, through which they "get things done." [This] is a thoroughly stressful daily experience for people." (Ralph D. Stacey et al, "Complexity and Management: Fad or Radical Challenge to Systems Thinking?", 2000)

"Managers cannot learn from doing things right, only from doing them wrong." (Russell L Ackoff, "A Little Book of F-laws: 13 common sins of management", 2006)

"The less sure managers are of their opinions, the more vigorously they defend them. Managers do not waste their time defending beliefs they hold strongly – they just assert them. Nor do they bother to refute what they strongly believe is false." (Russell L Ackoff, "A Little Book of F-laws: 13 common sins of management", 2006)

"The lower the rank of managers, the more they know about fewer things. The higher the rank of managers, the less they know about many things." (Russell L Ackoff, "A Little Book of F-laws: 13 common sins of management", 2006)

"The other element of systems thinking is learning to influence the system with reinforcing feedback as an engine for growth or decline. [...] Without this kind of understanding, managers will hit blockages in the form of seeming limits to growth and resistance to change because the large complex system will appear impossible to manage. Systems thinking is a significant solution." (Richard L Daft, "The Leadership Experience" 4th Ed., 2008)

"Almost by definition, one is rarely privileged to 'control' a disaster. Yet the activity somewhat loosely referred to by this term is a substantial portion of Management, perhaps the most important part. […] It is the business of a good Manager to ensure, by taking timely action in the real world, that scenarios of disaster remain securely in the realm of Fantasy." (John Gall, "The Systems Bible: The Beginner's Guide to Systems Large and Small"[Systematics 3rd Ed.], 2011)

26 December 2016

♟️Strategic Management: Strategic Thinking (Just the Quotes)

"The function of knowledge in the decision-making process is to determine which consequences follow upon which of the alternative strategies." (Herbert A Simon, "Public Administration", 1950) 

"Most of our beliefs about complex organizations follow from one or the other of two distinct strategies. The closed-system strategy seeks certainty by incorporating only those variables positively associated with goal achievement and subjecting them to a monolithic control network. The open-system strategy shifts attention from goal achievement to survival and incorporates uncertainty by recognizing organizational interdependence with environment. A newer tradition enables us to conceive of the organization as an open system, indeterminate and faced with uncertainty, but subject to criteria of rationality and hence needing certainty." (James D Thompson, "Organizations in Action", 1967)

"The strategies that managers employ are at least as important as the facilities at their disposal." (Anthony S Beer, "Management Science", 1968)

"Analysis is the critical starting point of strategic thinking. Faced with problems, trends, events, or situations that appear to constitute a harmonious whole or come packaged as a whole by common sense of the day, the strategic thinker dissects them into their constituent parts. Then, having discovered the significance of these constituents, he reassembles them in a way calculated to maximize his advantage." (Kenichi Ohmae, "The Mind Of The Strategist", 1982) 

"In strategic thinking, one first seeks a clear understanding of the particular character of each element of a situation and then makes the fullest possible use of human brainpower to restructure the elements in the most advantageous way. Phenomena and events in the real word do not always fit a linear model. Hence the most reliable means of dissecting a situation into its constituent parts and reassembling then in the desired pattern is not a step-by-step methodology such as systems analysis. Rather, it is that ultimate nonlinear thinking tool, the human brain. True strategic thinking thus contrasts sharply with the conventional mechanical systems approach based on linear thinking. But it also contrasts with the approach that stakes everything on intuition, reaching conclusions without any real breakdown or analysis." (Kenichi Ohmae, "The Mind Of The Strategist", 1982) 

"No matter how difficult or unprecedented the problem, a breakthrough to the best possible solution can come only from a combination of rational analysis, based on the real nature of things, and imaginative reintegration of all the different items into a new pattern, using nonlinear brainpower. This is always the most effective approach to devising strategies for dealing successfully with challenges and opportunities, in the market arena as on the battlefield." (Kenichi Ohmae, "The Mind Of The Strategist", 1982)

"Operating managers should in no way ignore short-term performance imperatives [when implementing productivity improvement programs.] The pressures arise from many sources and must be dealt with. Moreover, unless managers know that the day-to-day job is under control and improvements are being made, they will not have the time, the perspective, the self-confidence, or the good working relationships that are essential for creative, realistic strategic thinking and decision making." (Robert H Schaefer, Harvard Business Review, 1986)

"View thinking as a strategy. Thinking is the best way to resolve difficulties. Maintain faith in your ability to think your way out of problems. Recognize the difference between worrying and thinking. The former is repeated, needless problem analysis while the latter is solution generation." (Timothy W Firnstahl, Harvard Business Review, 1986)

"Strategy means abstract thinking and planning, as opposed to tactics, which are the individual operations used to implement strategy. Tactics are specific; strategy is general. Tactics tend to be immediate, strategy long-term." (Bruce Pandolfini, "Weapons of Chess: An omnibus of chess strategy", 1989)

"It is possible to learn strategic flexibility [...] however, that it is difficult to teach it. It is not a matter of learning a few readily grasped general principles, but of learning a lot of small, 'local' rules, each of which is applicable in a limited area. The point is not to learn how to drive a steamroller with which one can flatten all problems in the same way, but to learn the adroitness of a puppeteer, who at one time holds many strings in his hands and who is able to adapt his movements to the given circumstances in the most sophisticated ways." (Dietrich Dörner, "The Logic of Failure", Philosophical Transactions of the Royal Society of London (B), 1990)

"The key to strategy is the ability to think forward and reason backward. We imagine where the future will take us and then build a pathway back to today. The problem lies in not knowing which of many possible futures will unfold. A Decision Tree allows you to visualize these futures and evaluate their potential impact from the future, rather than from today." (Terry Richey, "The Marketer's Visual Tool Kit", 1994)

"[…] the most successful strategies are visions, not plans. Strategic planning isn’t strategic thinking. One is analysis, and the other is synthesis." (Henry Mintzberg, "The Fall and Rise of Strategic Planning", Harvard Business Review, 1994) [source

"The thinking that underpins strategic planning is a legacy of more stable times when the environment was changing sufficiently slowly for an effective corporate response to emerge from methodical organisational routines." (Max Boisot, "Information Space", 1995)

"You can’t judge the significance of strategic inflection points by the quality of the first version. You need to draw on your experience [...] you must discipline yourself to think things through and separate the quality of the early versions from the longer-term potential and significance of a new product or technology." (Andy Grove, 1996)

"Strategic planning and strategic change management are really 'strategic thinking'. It’s about clarity and simplicity, meaning and purpose, and focus and direction." (Stephen G Haines, "The Systems Thinking Approach to Strategic Planning and Management", 2000)

"Strategy in complex systems must resemble strategy in board games. You develop a small and useful tree of options that is continuously revised based on the arrangement of pieces and the actions of your opponent. It is critical to keep the number of options open. It is important to develop a theory of what kinds of options you want to have open." (John H Holland, [presentation] 2000)

"Strategic thinking starts with your basic skills and considers how best to use them. Knowing the law, you must decide the strategy for defending your client. Knowing how well your football team can pass or run and how well the other team can defend against each choice, your decision as the coach is whether to pass or to run. Sometimes, as in the case of nuclear brinkmanship, strategic thinking also means knowing when not to play." (Avinash K Dixit & Barry J Nalebuff, "The Art of Strategy: A Game Theorist's Guide to Success in Business and Life", 2008)

"The process of developing superior strategies is part planning, part trail and error, until you hit upon something that works." (Constantinos C Markides, "Competitive strategy research's impact on practice", 2012) 

"Thinking strategically is the fun part of business. Great strategists think big thoughts about the purpose of their enterprises, the long-run visions for their firms, the big bets they plan to make, and the products, platforms, and ecosystems they hope to build. But it is not enough to think big thoughts. To become a great strategist, you must turn your vision and high-level ideas into tactics, actions, and organizations that reach the customer and fend off the competition." (David B Yoffie & Michael A Cusumano, "Strategy Rules", 2015)

"Strategic planning is not strategic thinking. Indeed, strategic planning often spoils strategic thinking, causing managers to confuse real vision with the manipulation of numbers." (Henry Mintzberg) 

"Strategy is a style of thinking, a conscious and deliberate process, an intensive implementation system, the science of insuring future success." (Pete Johnson)

"Strategy requires thought, tactics require observation." (Max Euwe)

25 December 2016

♟️Strategic Management: Decision-Making (Just the Quotes)

"The quality of a decision is like the well-timed swoop of a falcon which enables it to strike and destroy its victim." (Sun Tzu, "The Art of War", cca. 5th century BC) 

"To give a satisfactory decision as to the truth it is necessary to be rather an arbitrator than a party to the dispute." (Aristotle, "De Caelo", cca. 5th century BC)

"Men must be decided on what they will NOT do, and then they are able to act with vigor in what they ought to do." (Mencius, cca. 3rd century BC)

"To be guided in one's decisions by the present, and to prefer what is sure to what is uncertain (though more attractive), is an expedient, a narrow rule of policy. Not thus do states nor even individual men make their way to greatness." (Marquis de Vauvenargues, "Reflections and Maxims", cca. 1746)

"As mathematical and absolute certainty is seldom to be attained in human affairs, reason and public utility require that judges and all mankind in forming their opinions of the truth of facts should be regulated by the superior number of the probabilities on the one side or the other whether the amount of these probabilities be expressed in words and arguments or by figures and numbers." (William Murray, 1773) 

"Deliberate with caution, but act with decision and promptness." (Charles C Colton, "Lacon", 1820)

"The man who insists upon seeing with perfect clearness before he decides, never decides." (Henri-Frédéric Amiel, [journal entry] 1856)

"It [probability] is the very guide of life, and hardly can we take a step or make a decision of any kind without correctly or incorrectly making an estimation of probabilities." (William S Jevons, "The Principles of Science: A Treatise on Logic and Scientific Method", 1874)

"General propositions do not decide concrete cases. The decision will depend on a judgment or intuition more subtle than any articulate major premise." (Oliver W Holmes, [Lochner v. New York, 198 US 76] 1905)

Decide: "To succumb to the preponderance of one set of influences over another set." (Ambrose Bierce, "The Cynic's Dictionary", 1906)

"After a person has collected data and studied a proposition with great care so that his own mind is made up as to the best solution for the problem, he is apt to feel that his work is about completed. Usually, however, when his own mind is made up, his task is only half done. The larger and more difficult part of the work is to convince the minds of others that the proposed solution is the best one - that all the recommendations are really necessary. Time after time it happens that some ignorant or presumptuous member of a committee or a board of directors will upset the carefully-thought-out plan of a man who knows the facts, simply because the man with the facts cannot present his facts readily enough to overcome the opposition. It is often with impotent exasperation that a person having the knowledge sees some fallacious conclusion accepted, or some wrong policy adopted, just because known facts cannot be marshalled and presented in such manner as to be effective." (Willard C Brinton, "Graphic Methods for Presenting Facts", 1919)

"Certainly thinking is pleasant, but the pleasure of thinking must be subordinated to the art of making decisions." (Émile A Chartier [Alain], "On Happiness", 1928)

"Amid the pressure of great events, a general principle gives no help [in decision making]." (Georg W Hegel, "Lectures on the Philosophy of History", 1837)

"The great decisions of human life have as a rule far more to do with the instincts and other mysterious unconscious factors than with conscious will and well-meaning reasonableness. The shoe that fits one person pinches another; there is no recipe for living that suits all cases. Each of us carries his own life-form - an indeterminable form which cannot be superseded by any other." (Carl G Jung, "The Aims of Psychotherapy", 1931)

"Human decisions affecting the future [...] cannot depend on strict mathematical expectation." (John M Keynes, "The General Theory of Employment, Interest and Money", 1936)

"An adjustive effort of any kind is preceded by a decision to act or not act along a given line, and the decision is itself preceded by a definition of the situation, that is to say, an interpretation, or point of view, and eventually a policy and a behavior pattern. In this way quick judgments and decisions are made at every point in everyday life. Thus when approached by a man or beast in a lonely spot we first define the situation, make a judgment, as to whether the object is dangerous or harmless, and then decide ("make up our mind") what we are going to do about it." (William I Thomas, "Primitive Behavior", 1937)

"The fundamental gospel of statistics is to push back the domain of ignorance, prejudice, rule-of-thumb, arbitrary or premature decisions, tradition, and dogmatism and to increase the domain in which decisions are made and principles are formulated on the basis of analyzed quantitative facts." (Robert W Burgess, "The Whole Duty of the Statistical Forecaster", Journal of the American Statistical Association , Vol. 32, No. 200, 1937)

"A person can and will accept a communication as authoritative only when four conditions simultaneously obtain: (a) he can and does understand the communication; (b) at the time of his decision he believes that it is not inconsistent with the purpose of the organization; (c) at the time of his decision, he believes it to be compatible with his personal interest as a whole; and (d) he is able mentally and physically to comply with it." (Chester I Barnard, "The Functions of the Executive", 1938)

"Much of the waste in business is due to lack of information. And when the information is available, waste often occurs because of lack of application or because of misapplication." (John R Riggleman & Ira N Frisbee, "Business Statistics", 1938)

"The fine art of executive decision consists in not deciding questions that are not now pertinent, in not deciding prematurely, in not making decision that cannot be made effective, and in not making decisions that others should make. Not to decide questions that are not pertinent at the time is uncommon good sense, though to raise them may be uncommon perspicacity. Not to decide questions prematurely is to refuse commitment of attitude or the development of prejudice. Not to make decisions that cannot be made effective is to refrain from destroying authority. Not to make decisions that others should make is to preserve morale, to develop competence, to fix responsibility, and to preserve authority.
From this it may be seen that decisions fall into two major classes, positive decisions - to do something, to direct action, to cease action, to prevent action; and negative decisions, which are decisions not to decide. Both are inescapable; but the negative decisions are often largely unconscious, relatively nonlogical, "instinctive," "good sense." It is because of the rejections that the selection is good." (Chester I Barnard, "The Functions of the Executive", 1938)

"The making of decisions, as everyone knows from personal experience, is a burdensome task. Offsetting the exhilaration that may result from correct and successful decision and the relief that follows the termination of a struggle to determine issues is the depression that comes from failure, or error of decision, and the frustration which ensues from uncertainty." (Chester I Barnard, "The Functions of the Executive", 1938)

"The function of knowledge in the decision-making process is to determine which consequences follow upon which of the alternative strategies. It is the task of knowledge to select from the whole class of possible consequences a more limited subclass, or even (ideally) a single set of consequences correlated with each strategy." (Herbert A Simon, "Administrative Behavior", 1947)

"The executive is primarily concerned with decisions which facilitate or hinder other decisions." (Chester I Barnard, "Organization and Management: Selected Papers", 1948)

"The function of knowledge in the decision-making process is to determine which consequences follow upon which of the alternative strategies." (Herbert A Simon, "Public Administration", 1950)

"Scientists whose work has no clear, practical implications would want to make their decisions considering such things as: the relative worth of (1) more observations, (2) greater scope of his conceptual model, (3) simplicity, (4) precision of language, (5) accuracy of the probability assignment." (C West Churchman, "Costs, Utilities, and Values", 1956)

"A decision is the action an executive must take when he has information so incomplete that the answer does not suggest itself." (Arthur W Radford, [Time] 1957)

"Many individuals and organization units contribute to every large decision, and the very problem of centralization and decentralization is a problem of arranging the complex system into an effective scheme." (Herbert A. Simon, "Administrative Behavior", 1957) 

"Years ago a statistician might have claimed that statistics deals with the processing of data [...] today’s statistician will be more likely to say that statistics is concerned with decision making in the face of uncertainty." (Herman Chernoff & Lincoln E Moses, "Elementary Decision Theory", 1959)

"As the decision-making function becomes more highly automated, corporate decision making will perhaps provide fewer outlets for creative drives than it now does." (Herbert A Simon," Management and Corporations 1985", 1960)

"The decision which achieves organization objectives must be both (1) technologically sound and (2) carried out by people. If we lose sight of the second requirement or if we assume naively that people can be made to carry out whatever decisions are technically sound we run the risk of decreasing rather than increasing the effectiveness of the organization." (Douglas McGregor, "The Human Side of Enterprise", 1960)

"The mathematical and computing techniques for making programmed decisions replace man but they do not generally simulate him." (Herbert A Simon, "Corporations 1985", 1960)

"Another approach to management theory, undertaken by a growing and scholarly group, might be referred to as the decision theory school. This group concentrates on rational approach to decision-the selection from among possible alternatives of a course of action or of an idea. The approach of this school may be to deal with the decision itself, or to the persons or organizational group making the decision, or to an analysis of the decision process. Some limit themselves fairly much to the economic rationale of the decision, while others regard anything which happens in an enterprise the subject of their analysis, and still others expand decision theory to cover the psychological and sociological aspect and environment of decisions and decision-makers." (Harold Koontz, "The Management Theory Jungle," 1961)

"[There is a] persistent human temptation to make life more explicable by making it more calculable; to put experience in some logical scheme that, by its order and niceness, will make what happens seem more understandable, analysis more bearable, decision simpler." (E E Morison, Management and the Computer of the Future, 1962)

"A leader is a man who makes decisions. Sometimes they turn out right and sometimes they turn out wrong; but either way, he makes them." (Mutual Benefit Life Insurance Co, "Leadership in the Office", 1963)

"Don't make decisions and commitments ahead of time that you don't have to make." (Milton J Roedel, Managers' Meeting, 1963)

"The mediation of theory and praxis can only be clarified if to begin with we distinguish three functions, which are measured in terms of different criteria: the formation and extension of critical theorems, which can stand up to scientific discourse; the organization of processes of enlightenment, in which such theorems are applied and can be tested in a unique manner by the initiation of processes of reflection carried on within certain groups toward which these processes have been directed; and the selection of appropriate strategies, the solution of tactical questions, and the conduct of the political struggle. On the first level, the aim is true statements, on the second, authentic insights, and on the third, prudent decisions." (Jürgen Habermas, "Introduction to Theory and Practice", 1963)

"Solving the decision model consists of finding a strategy for action, the expected relative value of which is at least as great as the expected relative value of any other strategy in a specified set. The prescriptive criterion of a strategy will be maximisation of the decision maker’s expected relative value." (Peter C Fishburn, "Decision and Value Theory", 1964)

"Decisions should be based on facts, objectively considered - what I call the fact-founded, thought-through approach to decision making." (Marvin Bower, "The Will to Manage", 1966)

"In large-scale organizations, the factual approach must be constantly nurtured by high-level executives. The more layers of authority through which facts must pass before they reach the decision maker, the greater the danger that they will be suppressed, modified, or softened, so as not to displease the 'brass"' For this reason, high-level executives must keep reaching for facts or soon they won't know what is going on. Unless they make visible efforts to seek and act on facts, major problems will not be brought to their attention, the quality of their decisions will decline, and the business will gradually get out of touch with its environment." (Marvin Bower, "The Will to Manage", 1966)

"Interaction and decision making relies heavily on group processes." (Rensis Likert, "The Human Organization", 1967)

"Somewhere deep down we know that in the final analysis we do decide things and that even our decisions to let someone else decide are really our decisions, however pusillanimous." (Harvey G Cox, "On Not Leaving It to the Snake", 1967)

"There is a difference between attacking a decision and attacking the man who made the decision." (Maurice S Trotter, "Supervisor's Handbook on Insubordination", 1967)

"Analysis is not a scientific procedure for reaching decisions which avoid intuitive elements, but rather a mechanism for sharpening the intuition of the decision maker." (James R Schlesinger, "Memorandum to Senate Committee on Government Operations", 1968)

"Now we are looking for another basic outlook on the world - the world as organization. Such a conception - if it can be substantiated - would indeed change the basic categories upon which scientific thought rests, and profoundly influence practical attitudes. This trend is marked by the emergence of a bundle of new disciplines such as cybernetics, information theory, general system theory, theories of games, of decisions, of queuing and others; in practical applications, systems analysis, systems engineering, operations research, etc. They are different in basic assumptions, mathematical techniques and aims, and they are often unsatisfactory and sometimes contradictory. They agree, however, in being concerned, in one way or another, with ‘systems’, ‘wholes’ or ‘organizations’; and in their totality, they herald a new approach." (Ludwig von Bertalanffy, "General System Theory", 1968)

"Policy-making, decision-taking, and control: These are the three functions of management that have intellectual content." (Anthony S Beer, "Management Science" , 1968)

"Like all systems, the complex system is an interlocking structure of feedback loops [...] This loop structure surrounds all decisions public or private, conscious or unconscious. The processes of man and nature, of psychology and physics, of medicine and engineering all fall within this structure [...]" (Jay W Forrester, "Urban Dynamics", 1969)

"Each of us uses models constantly. Every person in his private life and in his business life instinctively uses models for decision making. The mental image of the world around you which you carry in your head is a model. […] A mental image is a model. All our decisions are taken on the basis of models." (Jay W Forrester, "Counter-Intuitive Behaviour of Social Systems", Technological Review 73, 1971)

"A somewhat deeper analysis suggests that a decision is a deliberate act of selection, by the mind, of an alternative from a set of competing alternatives in the hope, expectation, or belief that the actions envisioned in carrying out the selected alternative will accomplish certain goals. Decision is the selection of a mental state: it is a commitment to certain actions or inactions. Other people may observe our actions but they do not directly observe our decisions." (Peter C Fishburn, "Personalistic Decision Theory: Exposition and Critique", 1972)

"Decisions must be made at the lowest possible level for management at the top to retain its effectiveness." (Saxon Tate, "The Time Trap", 1972)

"The advantages of having decisions made by groups are often lost because of powerful psychological pressures that arise when the members work closely together, share the same set of values and, above all, face a crisis situation that puts everyone under intense stress." (Irving Janis, "Victims of Groupthink", 1972)

"The basic proposition is that the greater the uncertainty of the task, the greater the amount of information that has to be processed between decision-makers during the execution of the task. If the task is well understood prior to performing it much of the activity can be pre-planned. If it is not understood, then during the actual task execution more knowledge is acquired which leads to changes in resource allocations, schedules, and priorities." (Jay R Galbraith, "Organization Design", 1972)

"The human condition can almost be summed up in the observation that, whereas all experiences are of the past, all decisions are about the future. It is the great task of human knowledge to bridge this gap and to find those patterns in the past which can be projected into the future as realistic images." (Kenneth E Boulding, [foreword] 1972)

"The most powerful factor in the decision making in an organization is precedent. The older the larger the organization, the more powerful the precedent." (Lyle E Schaller, "The Change Agent", 1972)

"Executives do many things in addition to making decisions. But only executives make decisions. The first managerial skill is, therefore, the making of effective decisions." (Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"Managers, therefore, need to be skilled in making decisions with long futurity on a systematic basis. Management has no choice but to anticipate the future, to attempt to mold it, and to balance short-range and long-range goals.[…] “Short range” and “long range” are not determined by any given time span. A decision is not short range because it takes only a few months to carry it out. What matters is the time span over which it is effective. […] The skill we need is not long-range planning. It is strategic decision-making, or perhaps strategic planning." (Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"One has to make a decision when a condition is likely to degenerate if nothing is done."(Peter F Drucker, "Management: Tasks, Responsibilities, Practices", 1973)

"Statistics is a body of methods and theory applied to numerical evidence in making decisions in the face of uncertainty." (Lawrence Lapin, "Statistics for Modern Business Decisions", 1973)

"The manager does not handle decisions one at a time; he juggles a host of them, dealing with each intermittently, all the while attempting to develop some integration among them." (Henry Mintzberg, "The Nature of Managerial Work", 1973)

"The manager faces the real danger of becoming a major obstruction in the flow of decisions and information." (Henry Mintzberg, "The Nature of Managerial Work, 1973)

"Information may be accumulated in files, but it must be retrieved to be of use in decision making." (Kenneth J. Arrow, "The Limits of Organization", 1974)

"The purpose of organizations is to exploit the fact that many (virtually all) decisions require the participation of many individuals for their effectiveness. In particular, [...] organizations are a means of achieving the benefits of collective action in situations in which the price system fails." (Kenneth J Arrow, "The Limits of Organization", 1974)

"The more any quantitative social indicator is used for social decision-making, the more subject it will be to corruption pressures and the more apt it will be to distort and corrupt the social processes it is intended to monitor." (Donald T Campbell, "Assessing the impact of planned social change", 1976)

"The most dominant decision type [that will have to be made in an organic organization] will be decisions under uncertainty." (Henry L Tosi, "Management", 1976)

"Perhaps the fault [for the poor implementation record for models] lies in the origins of managerial model-making - the translation of methods and principles of the physical sciences into wartime operations research. [...] If hypothesis, data, and analysis lead to proof and new knowledge in science, shouldn’t similar processes lead to change in organizations? The answer is obvious-NO! Organizational changes (or decisions or policies) do not instantly pow from evidence, deductive logic, and mathematical optimization." (Edward B Roberts, "Interface", 1977)

"The essence of the phenomenon of gambling is decision making. The act of making a decision consists of selecting one course of action, or strategy, from among the set of admissible strategies. Richard A Epstein, The Theory of Gambling and Statistical Logic, 1977)

"The greater the uncertainty, the greater the amount of decision making and information processing. It is hypothesized that organizations have limited capacities to process information and adopt different organizing modes to deal with task uncertainty. Therefore, variations in organizing modes are actually variations in the capacity of organizations to process information and make decisions about events which cannot be anticipated in advance." (John K Galbraith, "Organization Design", 1977)

"It is change, continuing change, inevitable change, that is the dominant factor in society today. No sensible decision can be made any longer without taking into account not only the world as it is, but the world as it will be... This, in turn, means that our statesmen, our businessmen, our everyman must take on a science fictional way of thinking." (Isaac Asimov, "My Own View", Encyclopedia of Science Fiction, 1978)

"Our theory of management is that the time to get a decision doubles for every two levels of management; thus, parallel instead of serial decisions are best solutions." (Eberhardt Rechtin, [Speech] 1978)

"In general individual decision makers must be assumed to have multidimensional values which attach nonmonetary subjective cost or value to (1) the process of making and executing individual or group decisions, (2) the end result of such decisions, and (3) the rewards (and perhaps behavior) of other individuals involved in the decision process." (Vernon L Smith, "Relevance of laboratory experiments to testing resource allocation theory", 1980)

"Managers often try to give others the feeling that they are participating in the decision process. When a manager involves people in a problem for which he has adequate information and clear criteria for making an acceptable decision, he is engaging in pseudoconsultation. When he involves others in lengthy discussions of trivial problems, he is engaging in pseudoparticipation. Most people recognize these ceremonies as a waste of time." (Dale E Zand, "Information, Organization, and Power", 1981)

"Superordinate goals - the goals above all others [..] play a pragmatic role by influencing implementation at the operational level. Because an executive cannot be everywhere at once, many decisions are made without his knowledge. What superordinate goals do, in effect, is provide employees with a "compass" and point their footsteps in the right direction [... to] independent decisions." (Richard T Pascale & Anthony G Athos, "The Art of Japanese Management", 1981)

"Some problems are so complex that you have to be highly intelligent and well informed just to be undecided about them." (Laurence J Peter, Peter's Almanac, 1982) 

"Managerial accounting calls attention to problems and the need for action. It also aids in planning and decision making. It is aimed more at control and less at valuation than financial accounting." (John A Reinecke & William F Schoell, "Introduction to Business", 1983)

"We try to make management decisions that, if everything goes right, will preclude future problems. But everything does not always go right, and managers therefore must be problem solvers as well as decision makers." (James L Hayes, "Memos for Management: Leadership", 1983)

"By assuming sole responsibility for their departments, managers produce the very narrowness and self-interest they deplore in subordinates. When subordinates are relegated to their narrow specialties, they tend to promote their own practical interests, which then forces other subordinates into counter-advocacy. The manager is thereby thrust into the roles of arbitrator, judge, and referee. Not only do priorities become distorted, but decisions become loaded with win/lose dynamics. So, try as the manager might, decisions inevitably lead to disgruntlement and plotting for the next battle." (David L Bradford & Allan R Cohen, "Managing for Excellence", 1984)

"Management manages by making decisions and by seeing that those decisions are implemented." (Harold Geneen & Alvin Moscow, Managing, 1984)

"The formal structure of a decision problem in any area can be put into four parts: (1) the choice of an objective function denning the relative desirability of different outcomes; (2) specification of the policy alternatives which are available to the agent, or decisionmaker, (3) specification of the model, that is, empirical relations that link the objective function, or the variables that enter into it, with the policy alternatives and possibly other variables; and (4) computational methods for choosing among the policy alternatives that one which performs best as measured by the objective function." (Kenneth Arrow, "The Economics of Information", 1984)

"Ethical pressures and decisions are viewed through the prism of one's own personal values. The distinction between personal and organizational values, however, often becomes blurred, especially the longer one stays with a particular organization and/or advances up the hierarchial ladder." (Warren H Schmidt & Barry Z Posner, Public Administration Review, 1986)

"[Management science techniques] have had little impact on areas of decision-making where the management problems do not lend themselves to explicit formulation, where there are ambiguous or overlapping criteria for action, and where the manager operates through intuition." (James L McKenney & Peter G W Keen, Harvard Business Review on Human Relations, 1986)

"Nothing creates more self-respect among employees than being included in the process of making decisions." (Judith M. Bardwick, "The Plateauing Trap", 1986)

"Operating managers should in no way ignore short-term performance imperatives [when implementing productivity improvement programs.] The pressures arise from many sources and must be dealt with. Moreover, unless managers know that the day-to-day job is under control and improvements are being made, they will not have the time, the perspective, the self-confidence, or the good working relationships that are essential for creative, realistic strategic thinking and decision making." (Robert H Schaefer, Harvard Business Review, 1986)

"People will make reasonable decisions if they are given proper information." (Thom Serrani, Management Review, 1986)

"Some management groups are not good at problem solving and decision making precisely because the participants have weak egos and are uncomfortable with competition." (Chris Argyris, Harvard Business Review, 1986)

"The style of participative management is at its best when the supervisor can draw out the best in his people, allow decisions to be made at the point of influence and contribution, and create a spirit that everyone is in it together and that if something is unknown, they'll learn it together." (Joseph A Raelin, "Clash of Cultures: Managers and Professionals", 1986)

"Decisions should be pushed down as far as possible, to the level of competence. This allows senior managers more time for making decisions of a more complex nature." (Robert Heller, "The Pocket Manager", 1987)

"Despite the codes of ethics, the ethics programs, and the special departments corporations don't make the ultimate decisions about ethics. Ethical choices are made by individuals." (M Euel Wade Jr., [speech] 1987)

"Managers exist to plan, direct and control the project. Part of the way they control is to listen to and weigh advice. Once a decision is made, that's the way things should proceed until a new decision is reached. Erosion of management decisions by [support] people who always 'know better' undermines managers' credibility and can bring a project to grief." (Philip W Metzger, "Managing Programming People", 1987)

"Most managers are not capable of making decisions involving complex technological matters without help lots of it. [...] The finest technical people on the job should have a dual role: doing technical work and advising management." (Philip W Metzger, "Managing Programming People", 1987)

"Participative management is, simply stated, involving the right people at the right time in the decision process." (Wayne Barlow, 1987)

"People in the corporate world play to a higher audience that equates action with results. The constant pressure is to demonstrate that you are a tough manager capable of making tough decisions." (Charles J Bodenstab, Inc. Magazine, 1987)

"There's a tendency to think of conflicts of interest as an administrative problem: identifying potential or actual conflicts and then resolving them.... But often, resolving them requires a leadership decision, not an administrative one." (Ira Millstein, 1987)

"Visuals act as punctuation points in your presentation. They offer relief to the audience and make the audience's commitment a series of short decisions to stay tuned instead of one long, unattractive obligation." (Ed Brenner, 1987)

"Whenever decisions are made strictly on the basis of bottom-line arithmetic, human beings get crunched along with the numbers." (Thomas R Horton, Management Review, 1987)

"The major fault in this process - and thus, in the way we were making decisions - is that it lacks an organizing framework. In pursuing a variety of goals and objectives, in whatever situation we manage, we often fail to see that some of them are in conflict and that the achievement of one might come at the expense of achieving another. In weighing up the actions we might take to reach our goals and objectives, we have no way to account for nature's complexity and only rarely factor it in." (Allan Savory & Jody Butterfield, "Holistic Management: A new framework for decision making", 1988)

"A holistic perspective is essential in management. If we base management decisions on any other perspective, we are likely to experience results different from those intended because only the whole is reality." (Allan Savory & Jody Butterfield, "Holistic Management: A new framework for decision making", 1988)

"No decision in business provides greater potential for the creation of wealth (or its destruction, come to think of it) than the choice of which innovation to back." (Robert Heller, "The Decision Makers", 1989)

"You need to understand that informed intuition, rather than analytical reason, is the most trustworthy decision-making tool to use." (Geoffrey Moore, "Crossing the Chasm", 1991)

"A model for simulating dynamic system behavior requires formal policy descriptions to specify how individual decisions are to be made. Flows of information are continuously converted into decisions and actions. No plea about the inadequacy of our understanding of the decision-making processes can excuse us from estimating decision-making criteria. To omit a decision point is to deny its presence - a mistake of far greater magnitude than any errors in our best estimate of the process." (Jay W Forrester, "Policies, decisions and information sources for modeling", 1994)

"Pure rationality and limited rationality share a common perspective, seeing decisions as based on evaluation of alternatives in terms of their consequences for preferences. This logic of consequences can be contrasted with a logic of appropriateness by which actions are matched to situations by means of rules organized into identities." (James G March,"A Primer on Decision Making: How Decisions Happen", 1994)

"The risk of making a decision that's wrong is so enormous that sometimes it just crushes people so that they can't make any decision at all because they're afraid of making the wrong decision." (James M McPherson, "An Exchange With a Civil War Historian", 1995) 

"The science of statistics may be described as exploring, analyzing and summarizing data; designing or choosing appropriate ways of collecting data and extracting information from them; and communicating that information. Statistics also involves constructing and testing models for describing chance phenomena. These models can be used as a basis for making inferences and drawing conclusions and, finally, perhaps for making decisions." (Fergus Daly et al, "Elements of Statistics", 1995)

"Most managers are not capable of making decisions involving complex technological matters without helplots of it. [...] The finest technical people on the job should have dual role: doing technical work and advising management." (Philip W Metzger & John Boddie, "Managing a Programming Project: People and Processes", 1996)

"So we pour in data from the past to fuel the decision-making mechanisms created by our models, be they linear or nonlinear. But therein lies the logician's trap: past data from real life constitute a sequence of events rather than a set of independent observations, which is what the laws of probability demand. [...] It is in those outliers and imperfections that the wildness lurks." (Peter L Bernstein, "Against the Gods: The Remarkable Story of Risk", 1996)

"Under conditions of uncertainty, both rationality and measurement are essential to decision-making. Rational people process information objectively: whatever errors they make in forecasting the future are random errors rather than the result of a stubborn bias toward either optimism or pessimism. They respond to new information on the basis of a clearly defined set of preferences. They know what they want, and they use the information in ways that support their preferences." (Peter L Bernstein, "Against the Gods: The Remarkable Story of Risk", 1996)

"Until we can distinguish between an event that is truly random and an event that is the result of cause and effect, we will never know whether what we see is what we'll get, nor how we got what we got. When we take a risk, we are betting on an outcome that will result from a decision we have made, though we do not know for certain what the outcome will be. The essence of risk management lies in maximizing the areas where we have some control over the outcome while minimizing the areas where we have absolutely no control over the outcome and the linkage between effect and cause is hidden from us." (Peter L Bernstein, "Against the Gods: The Remarkable Story of Risk", 1996)

"Whenever we make any decision based on the expectation that matters will return to 'normal', we are employing the notion of regression to the mean." (Peter L Bernstein, "Against the Gods: The Remarkable Story of Risk", 1996)

"Delay time, the time between causes and their impacts, can highly influence systems. Yet the concept of delayed effect is often missed in our impatient society, and when it is recognized, it’s almost always underestimated. Such oversight and devaluation can lead to poor decision making as well as poor problem solving, for decisions often have consequences that don’t show up until years later. Fortunately, mind mapping, fishbone diagrams, and creativity/brainstorming tools can be quite useful here."(Stephen G Haines, "The Manager's Pocket Guide to Strategic and Business Planning", 1998)

"Within image theory, it is suggested that important components of decision-making processes are the different 'images' that a person may use to evaluate choice options. Images may represent a person's principles, goals, or plans. Decision options may then match or not match these images and be adopted, rejected, considered further, depending on circumstances." (Deborah J Terry & Michael A Hogg, "Attitudes, Behavior, and Social Context: The Role of Norms and Group Membership", 1999) 

"Data have to be filtered in some manner to make them intelligible. This filtration may be based upon a person's experience plus his presuppositions and assumptions, or it may be more formalized and less subjective, but there will always be some method of analysis. If experience is the basis for interpreting the data, then the interpretation is only as good as the manager's past experience. If the current situation is outside the manager’s experience, then his interpretation of the data may well be incorrect. Likewise, flawed assumptions or flawed presuppositions can also result in flawed interpretations. However, in the absence of formal and standardized data, most managers use the scat-of-the-pants approach. and in the end, about all they can say that some days appear to be better than others." (Donald J Wheeler," Understanding Variation: The Key to Managing Chaos" 2nd Ed., 2000)

"Faced with the overwhelming complexity of the real world, time pressure, and limited cognitive capabilities, we are forced to fall back on rote procedures, habits, rules of thumb, and simple mental models to make decisions. Though we sometimes strive to make the best decisions we can, bounded rationality means we often systematically fall short, limiting our ability to learn from experience." (John D Sterman, "Business Dynamics: Systems thinking and modeling for a complex world", 2000)

"Just as dynamics arise from feedback, so too all learning depends on feedback. We make decisions that alter the real world; we gather information feedback about the real world, and using the new information we revise our understanding of the world and the decisions we make to bring our perception of the state of the system closer to our goals." (John D Sterman, "Business dynamics: Systems thinking and modeling for a complex world", 2000)

"No plea about inadequacy of our understanding of the decision-making processes can excuse us from estimating decision making criteria. To omit a decision point is to deny its presence - a mistake of far greater magnitude than any errors in our best estimate of the process." (Jay W Forrester, "Perspectives on the modelling process", 2000)

"The robustness of the misperceptions of feedback and the poor performance they cause are due to two basic and related deficiencies in our mental model. First, our cognitive maps of the causal structure of systems are vastly simplified compared to the complexity of the systems themselves. Second, we are unable to infer correctly the dynamics of all but the simplest causal maps. Both are direct consequences of bounded rationality, that is, the many limitations of attention, memory, recall, information processing capability, and time that constrain human decision making." (John D Sterman, "Business Dynamics: Systems thinking and modeling for a complex world", 2000)

"Diversity and independence are important because the best collective decisions are the product of disagreement and contest, not consensus or compromise." (James Surowiecki, "The Wisdom of Crowds", 2005)

"The fact that cognitive diversity matters does not mean that if you assemble a group of diverse but thoroughly uninformed people, their collective wisdom will be smarter than an expert's. But if you can assemble a diverse group of people who possess varying degrees of knowledge and insight, you're better off entrusting it with major decisions rather than leaving them in the hands of one or two people, no matter how smart those people are." (James Surowiecki, "The Wisdom of Crowds", 2005)

"The key to good decision making is not knowledge. It is understanding. We are swimming in the former. We are desperately lacking in the latter." (Malcolm Gladwell, "Blink: The Power of Thinking Without Thinking", 2005)

"[...] under the right circumstances, groups are remarkably intelligent, and are often smarter than the smartest people in them. Groups do not need to be dominated by exceptionally intelligent people in order to be smart. Even if most of the people within a group are not especially well-informed or rational, it can still reach a collectively wise decision." (James Surowiecki, "The Wisdom of Crowds", 2005)

"Decisions are always made with insufficient information. If you really knew what was going on, the decision would make itself." (Jack McDevitt, "Odyssey", 2006)

"Decision making is the process of identifying problems and opportunities and then resolving them. Decision making involves effort before and after the actual choice." (Richard L Daft & Dorothy Marcic, "Understanding Management" 5th Ed., 2006)

"Acquired patterns and the logic to employ them combine with our inherent qualities to create a unique decision-maker. As time goes by, experience and knowledge are focused through the prism of talent, which can itself be sharpened, focused, and polished. This mix is the source of intuition, an absolutely unique tool that each of us possesses and that we can continuously hone into an ever-finer instrument." (Garry Kasparov, "How Life Imitates Chess", 2007)

"It's not enough to be talented. It's not enough to work hard and to study late into the night. You must also become intimately aware of the methods you use to reach your decisions." (Garry Kasparov, "How Life Imitates Chess", 2007)

"Sometimes the hardest thing to do in a pressure situation is to allow the tension to persist. The temptation is to make a decision, any decision, even if it is an inferior choice." (Garry Kasparov, "How Life Imitates Chess", 2007)

"Stay committed to your decisions, but stay flexible in your approach." (Anthony Robbins, "Awaken the Giant Within", 2007)

"Checking the results of a decision against its expectations shows executives what their strengths are, where they need to improve, and where they lack knowledge or information."(Peter Drucker, "The Effective Executive", 2009) 

"When you face a problem, solve it then and there if you have the facts necessary to make a decision. Don't keep putting off decisions. [...] In fact, merely writing the facts on a piece of paper and stating our problem clearly goes a long way toward helping us to reach a sensible decision." (Dale Carnegie, "How To Enjoy Your Life And Your Job" , 2010) 

"[...] a model is a tool for taking decisions and any decision taken is the result of a process of reasoning that takes place within the limits of the human mind. So, models have eventually to be understood in such a way that at least some layer of the process of simulation is comprehensible by the human mind. Otherwise, we may find ourselves acting on the basis of models that we don’t understand, or no model at all.” (Ugo Bardi, “The Limits to Growth Revisited”, 2011)

"[Executives] make decisions based on delusional optimism rather than on a rational weighting of gains, losses, and probabilities. They overestimate benefits and underestimate costs. They spin scenarios of success while overlooking the potential for mistakes and miscalculations. As a result, they pursue initiatives that are unlikely to come in on budget or on time or to deliver the expected returns - ​​​​​​or even to be completed." (Daniel Kahneman, "Thinking, Fast and Slow", 2011)

"Because people face trade-offs, making decisions requires comparing the costs and benefits of alternative courses of action. In many cases, however, the cost of an action is not as obvious as it might first appear. […] The opportunity cost of an item is what you give up to get that item. When making any decision, decision makers should be aware of the opportunity costs that accompany each possible action." (N Gregory Mankiw, "Principle of Economics" 6th ed., 2012)

"Image theory is an attempt to describe decision making as it actually occurs. […] The concept of images is central to the theory. They represent visions held by individuals and organisations that constitute how they believe the world should exist. When considering individuals, the theory refers to these images as the value image, trajectory image and strategic image. The value image is based on an individual’s ethics, morals and beliefs. The trajectory images encompass the decision maker’s goals and aspirations. Finally, for each trajectory image, a decision maker may have one or more strategic images that contain their plans, tactics and forecasts for their goal. […] In an organisational decision-making setting, these images are referred to as culture, vision and strategy." (Christopher B Stephenson, "What causes top management teams to make poor strategic decisions?", 2012) 

"Good decision-making is like playing chess and you must avoid making hasty decisions without thinking of how that particular decision will impact on different aspects of your work and organization. The worst kind of decision-making is to decide to delay a difficult decision until later or to pass it to someone else to have to make. You will never excel and be valued by your colleagues if you get into these habits of procrastination and passing responsibility to others." (Nigel Cumberland, "Secrets of Success at Work: 50 techniques to excel", 2014)

"In general, when building statistical models, we must not forget that the aim is to understand something about the real world. Or predict, choose an action, make a decision, summarize evidence, and so on, but always about the real world, not an abstract mathematical world: our models are not the reality - a point well made by George Box in his oft-cited remark that 'all models are wrong, but some are useful'." (David Hand, "Wonderful examples, but let's not close our eyes", Statistical Science 29, 2014)

"After you think, you act. After you act, you learn. Make decisions, but decisions will have risks of mistakes. But make sure you avoid disastrous mistakes and avoid making the same mistake twice." (Sukanto Tanoto, [Keynote speech] 2015) 

"So everyone has and uses mental representations. What sets expert performers apart from everyone else is the quality and quantity of their mental representations. Through years of practice, they develop highly complex and sophisticated representations of the various situations they are likely to encounter in their fields - such as the vast number of arrangements of chess pieces that can appear during games. These representations allow them to make faster, more accurate decisions and respond more quickly and effectively in a given situation. This, more than anything else, explains the difference in performance between novices and experts." (Anders Ericsson & Robert Pool, "Peak: Secrets from the New Science of Expertise", 2016)

[...] just because we act, and something changes, it doesn’t mean we were responsible for the result. Humans seem to find this simple truth difficult to grasp - we are always keen to construct an explanatory narrative, and even keener if we are at its centre. Of course sometimes this interpretation is true - if you flick a switch, and the light comes on, then you are usually responsible. But sometimes your actions are clearly not responsible for an outcome: if you don’t take an umbrella, and it rains, it is not your fault (although it may feel that way). But the consequences of many of our actions are less clear-cut. [...] We have a strong psychological tendency to attribute change to intervention, and this makes before-and-after comparisons treacherous." (David Spiegelhalter, "The Art of Statistics: Learning from Data", 2019)

"Ideally, a decision maker or a forecaster will combine the outside view and the inside view - or, similarly, statistics plus personal experience. But it’s much better to start with the statistical view, the outside view, and then modify it in the light of personal experience than it is to go the other way around. If you start with the inside view you have no real frame of reference, no sense of scale - and can easily come up with a probability that is ten times too large, or ten times too small." (Tim Harford, "The Data Detective: Ten easy rules to make sense of statistics", 2020)

"The traditional approach to leadership values decision-making conviction and consistency; good leaders 'stick to their guns'. By contrast, the emerging approach recognizes that in fast-changing environments, decisions often need to be reversed or adapted, and that changing course in response to new information is a strength, not a weakness. If this tension is not managed wisely, leaders run the risk of seeming too rigid, on the one hand, or too wishy-washy on the other." (Jennifer Jordan et al, "Every Leader Needs to Navigate These 7 Tensions", Harvard Business Review, 2020) [source]

"To make the best decisions in business and in life, we need to be adept at many different forms of thinking, including intuition, and we need to know how to incorporate many different types of inputs, including numerical data and statistics (analytics). Intuition and analytics don't have to be seen as mutually exclusive at all. In fact, they can be viewed as complementary." (Ben Jones, "Avoiding Data Pitfalls: How to Steer Clear of Common Blunders When Working with Data and Presenting Analysis and Visualizations", 2020) 

"The process of asking, acquiring, analyzing, integrating, deciding, and iterating should become second nature to you. This should be a part of how you work on a regular basis with data literacy. Again, without a decision, what is the purpose of data literacy? Data literacy should lead you as an individual, and organizations, to make smarter decisions." (Jordan Morrow, "Be Data Literate: The data literacy skills everyone needs to succeed", 2021)

"[…] whenever people make decisions after being supplied with the standard deviation number, they act as if it were the expected mean deviation." (Nassim N Taleb, "Statistical Consequences of Fat Tails: Real World Preasymptotics, Epistemology, and Applications" 2nd Ed., 2022)

"A decision is an action you must take when you have information so incomplete that the answer does not suggest itself." (Arthur Radford)

"After a battle is over people talk a lot about how decisions were methodically reached, but actually there's always a hell of a lot of groping around." (Frank J Fletcher)

"Decisions must be made at the lowest possible level for management at the top to retain its effectiveness." (Saxon Tate)

"If decisions were a choice between alternatives, decisions would come easy. Decision is the selection and formulation of alternatives." (Kenneth Burke)

"Long range planning does not deal with future decisions but with the future of present decisions." (Peter F Drucker)

"No great marketing decisions have ever been made on quantitative data." (John Sculley)

"Nothing is so exhausting as indecision, and nothing is so futile." (Bertrand Russell)

"Often greater risk is involved in postponement than in making a wrong decision." (Harry A Hopf)

"Our theory of management is that the time to get a decision doubles for every two levels of management; thus, parallel instead of serial decisions are best solutions." (Eberhardt Rechtin)

"Participative management is, simply stated, involving the right people at the right time in the decision process." (Wayne Barlow)

"The fact is you'll never have all the information you need to make a decision - if you did, it would be a foregone conclusion, not a decision." (David Mahoney)

"When possible make the decisions now, even if action is in the future. A revised decision usually is better than one reached at the last moment." (William B Given Jr.)

"Whenever decisions are made strictly on the basis of bottom-line arithmetic, human beings get crunched along with the numbers." (Thomas R Horton)

♟️Strategic Management: Strategy & Tactics in Chess (Just the Quotes)

"If we assume that strategy consists in defining the object and making plans accordingly, and tactics in executing these plans, then we must look upon combination as the culmination of tactics. By combination we mean a short part of the game, within which a certain purpose is attained by force. Its sequence of moves forms a logical chain and cannot be divided up. When looked at one by one, they may seem to be purposeless or even mistakes, yet together they form an exceedingly beautiful unit. After a series of moves incomprehensible by themselves, the solution suddenly follows and their real purpose comes clearly to light. From this it follows that the aim must have already been conceived .from the first move of the combination. This is the difference between combinative and straightforward play. For a short space of time special and not general rules apply; as it were an exceptional state of things prevails." (Dr. Max Euwe, "Strategy & Tactices in chess", 1937)

"In chess we distinguish between Strategy and Tactics. Strategy is concerned with the setting of an aim and the forming of schemes. Tactics are concerned with the execution of the schemes. Strategy is abstract, tactics are concrete. Expressing it in a popular way: Strategy requires thought, tactics require observation." (Dr. Max Euwe, "Strategy & Tactices in chess", 1937)

"Notwithstanding the obviously great importance of tactics, nearly all existing manuals give greater prominence to strategica1 problems. This is principally due to two reasons: Firstly: the development of tactical capabilities is for the greater part a matter of practice and a question of routine. Secondly: the problems of tactics are so numerous and so varied in nature, that it seems an almost impossible undertaking to treat this domain systematically." (Dr. Max Euwe, "Strategy & Tactices in chess", 1937)

"We call games such as the preceeding one, in which strategy plays such an important part, positional games, in contrast to combinative games, in which the strategy is of secondary importance. One must not, however, identify strategy with positional play, for strategy is an aim and positional play represents a certain method of playing. The study of positional play teaches us the strategic lines." (Dr. Max Euwe, "Strategy & Tactices in chess", 1937)

"We have stated that strategy forms an indispensable element in the proper treatment of a game of chess; the same can be said, perhaps even with greater reason, about tactics. The chess-player who can judge a position very clearly and who can adapt his schemes to this position, will not be able to make use of these capabilities, if at the same time he is not well practised in tactics. As a rule a tactical mistake involves a much heavier punishment than a strategical one.
Nor are the conceptions of tactics and combinative play identical. One might say that tactics comprise all the moves in a game, and thus include also the combinations which occur in it." (Dr. Max Euwe, "Strategy & Tactices in chess", 1937)

"We make a difference between general and special principles of strategy. The general principles originate directly from the aim and the nature of Chess, and therefore they are constantly in force. It is, for instance, a general principle which goes without saying, that one has to procure the greatest possible freedom of action for one's men. The special principles apply only if the position shows certain peculiarities on account of which a special line of strategy has to be followed." (Dr. Max Euwe, "Strategy & Tactices in chess", 1937)

"Strategy means abstract thinking and planning, as opposed to tactics, which are the individual operations used to implement strategy. Tactics are specific; strategy is general. Tactics tend to be immediate, strategy long-term." (Bruce Pandolfini, "Weapons of Chess: An omnibus of chess strategy", 1989)

"Castling may even be unnecessary. In some cases it might be prudent to keep the king in the center, possibly not castling at all. The center is often safer than the flank in closed positions. Strategy and long-term planning assume great importance . You usually have time to maneuver against your opponent's weaknesses, something hard to do when the center is open." (Bruce Pandolfini, "Weapons of Chess: An omnibus of chess strategy", 1989)

"A weakness can be tactical or positional. A tactical weakness is one based on immediate or temporary circumstances. Given time, a tactical weakness can be defended or eliminated: protection can be added, or the threatened man moved to safety. [...] When people talk about weakness, they usually mean positional, not tactical weakness. Positional weaknesses tend to have long-term ramifications. They are not subject to the shifting situation from move to move as are tactical weaknesses. It takes more than a few moves to correct a positional weakness, if it can be done at all." (Bruce Pandolfini, "Weapons of Chess: An omnibus of chess strategy", 1989)

"The strengths, often concealed below the surface, depend on the activity and interrelationship of the pieces, and on the tactical possibilities and threats that can be generated. Bringing these latent resources to the surface requires a deep and penetrating analysis and accurate calculation." (Bruce Pandolfini, "Weapons of Chess: An omnibus of chess strategy", 1989)

"[...] events on the chessboard are by no means accidental, on the contrary: everything is linked with everything and the dynamics involved in selecting a correct strategic plan reflects, delicately but also accurately, your dynamic thinking abilities!" (Vlastimil Jansa, "Dynamics of Chess Strategy", 2003)

"Every player appreciating the aesthetics of chess dreams about games where a single main strategical plan is carried through without distraction to a successful conclusion; these should go hand in hand with the competitive aspects of chess. Such a course is very difficult because our opponent usually has his own plan, his own strategy and intentions - which are very different from ours. A flawless game won by somebody probably does not exist, a mistake must creep into the game somewhere." (Vlastimil Jansa, "Dynamics of Chess Strategy", 2003)

"However, the dynamic changes and laws should be understood, not only from the point of view of strategy and tactics but also from that of the time of the development of ideas." (Vlastimil Jansa, "Dynamics of Chess Strategy", 2003)

"Opening presents opportunities for the most complicated but also the most fantastic strategic and tactical manoeuvres. In both cases the prerequisite is an accurate rhythm, first, a slow, wait-and-see type, then, at the right moment, a rapid one with surprising turns [...] An average dancer does not have the gusto for it - nor does a chess player without a sufficient sense of dynamics!" (Vlastimil Jansa, "Dynamics of Chess Strategy", 2003)

"Strategy and tactics often work hand in glove." (Vlastimil Jansa, "Dynamics of Chess Strategy", 2003)

"The ability to think dynamically in opening strategy may also be illustrated by a mastery of transferring experience and ideas from one opening to another. Seemingly incoherent courses of the game may sometimes have much in common. And sometimes a simple comparison brings new experience, surprising findings and thoughts!" (Vlastimil Jansa, "Dynamics of Chess Strategy", 2003)

"A tactician feels at home reacting to threats and seizing opportunities on the battlefield. When your opponent has blundered, a winning tactic can suddenly appear and serve as both means and end. […] Every time you make a move, you must consider your opponent’s response, your answer to that response, and so on. A tactic ignites an explosive chain reaction, a forceful sequence of moves that carries the players along on a wild ride. You analyze the position as deeply as you can, compute the dozens of variations, the hundreds of positions. If you don’t immediately exploit a tactical opportunity, the game will almost certainly turn against you; one slip and you are wiped out. But if you seize the opportunities that your strategy creates, you’ll play your game like a Grandmaster." (Garry Kasparov, "How Life Imitates Chess", 2007)

"Against solid strategy, diversionary tactics will either be insufficient, or flawed. If they are insufficient, you can and should ignore them, continuing along your path. If they are radical enough to force you from your path, they are likely flawed in some way - unless you have blundered. Often an opponent is so eager to get you to change your course that he fatally weakens his own position in the attempt." (Garry Kasparov, "How Life Imitates Chess", 2007)

"Effective tactics result from alertness and speed, this is obvious, but they also require an understanding of all the possibilities at hand. Experience allows us to instantly apply the patterns we have successfully used in the past." (Garry Kasparov, "How Life Imitates Chess", 2007)

"In chess we see many cases of good strategy failing due to bad tactics and vice versa. A single oversight can undo the most brilliant concepts. Even more dangerous in the long run are cases of bad strategy succeeding due to good tactics, or due to sheer good fortune. This may work once, but rarely twice. This is why it is so important to question success as vigorously as you question failure." (Garry Kasparov, "How Life Imitates Chess", 2007)

"Tactics involve calculations that can tax the human brain, but when you boil them down, they are actually the simplest part of chess and are almost trivial compared to strategy." (Garry Kasparov, "How Life Imitates Chess: Making the Right Moves, from the Board to the Boardroom", 2007)

"Whereas strategy is abstract and based on long-term goals, tactics are concrete and based on finding the best move right now. Tactics are conditional and opportunistic, all about threat and defense. No matter what pursuit you’re engaged in - chess, business, the military, managing a sports team - it takes both good tactics and wise strategy to be successful." (Garry Kasparov, "How Life Imitates Chess", 2007)

"A chess hypothesis is basically the equivalent to drawing up a strategic plan. Experimentation in chess is equivalent to the moves that are found to carry out each plan. Throughout the history of chess, both the plans (the hypotheses) as well as the moves (the experiments) have been evolving (thanks to results from the practice of the game and from analyses), and this knowledge is the patrimony of professional players." (Diego Rasskin-Gutman, "Chess Metaphors: Artificial Intelligence and the Human Mind", 2009)

"Finally, chess has a science - like special attraction since it lets the player first propose hypotheses of different strategic plans that are based on the game rules and possible moves of the pieces and then refute those hypotheses after careful investigation of the different lines of play. This process is analogous to the everyday work of a scientist." (Diego Rasskin-Gutman, "Chess Metaphors: Artificial Intelligence and the Human Mind", 2009)

"Still, it is good to realize how the synthesis between strategy and tactics is established. Therefore, we must always consider the activity of the pieces on both sides. A player may have a fantastic pawn formation, control a beautiful open file and possess a strong square, but if he goes down to a direct mating attack on the other side of the board, all his strategic advantages come to naught." (Herman Grooten, "Chess Strategy for Club Players: The Road to Positional Advantage", 2009)

"tactics and strategy hold together, as it were. With tactics, a combination is a 'random picture' in the game. For example, a piece is unprotected and this can immediately be exploited. Strategy means longer-term thinking." (Herman Grooten, "Chess Strategy for Club Players: The Road to Positional Advantage", 2009)

"The problem of identifying the subset of good moves is much more complicated than simply counting the total number of possibilities and falls completely into the domain of strategy and tactics of chess as a game." (Diego Rasskin-Gutman, "Chess Metaphors: Artificial Intelligence and the Human Mind", 2009)

"Vision is a capacity to understand a position and to generate solid strategic plans. And a good base of chess knowledge is needed to understand what it means to play with brilliance or elegance." (Diego Rasskin-Gutman, "Chess Metaphors: Artificial Intelligence and the Human Mind", 2009)

"[...] we can gather that strategy and tactics are in constant conflict with each other. For example, a strategically beautiful set-up can be spoilt by an 'accidental combination' at any moment. But it is also true that a well-built-up game in most cases needs to be crowned with a tactical turn. In practice it has turned out that many players find it difficult to combine long-term play with a timely discovery of tactical finesses. Only the strongest players manage to find a kind of balance between these two components of the game." (Herman Grooten, "Chess Strategy for Club Players: The Road to Positional Advantage", 2009)

"Strategy must show us how to fight against players of our own strength and how to make progress. It must help us play a bit better this week than last week, not just by studying opening variations because, as Petrosian pointed out: 'to study opening variations without reference to the strategic concepts that develop from them in the middlegame is, in effect, to separate the head from the body." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"A good strategy is one that takes into account not only the requirements of the position, but also the opponent's strategy and tactics. Strategy lies between science and art. It supports the ability to evaluate positions, recognize patterns and imagine adequate plans. Modern chess both offers and requires more 'move-to-move' combat." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Chess strategy must lose some of its grandness, some of its sentential character, must come back to earth and become practical, so that we can make it work for us move by move." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Discovering the truth about a specific variation is a trial-and-error process. A complete strategy must consider human reactions as part of it." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Dynamic strategy is not only a reconciliation of classical strategy with the new problems raised in competitive chess, but also an escape from the circle of slow manoeuvres which rarely produce more than half points. It aims to promote fighting and uncompromising chess. The history of chess shows clearly that players who are afraid of losing rarely obtain outstanding results. Dynamic strategy is an attempt to revise the standard, static, conservative opinion on what strategy should be (a collection of rules about the centre, fixed pawn structure, open files, minority attack, queen- or kingside majority, two bishops, weak pawns and squares, and the standard plans to cope with these occurrences) and highlight strategy as a continuous process dealing with the present, the near future, and the distant future of modern chess positions." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Some theoreticians define tactics as combinations with sacrifices." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Strategy places an arsenal of efficient weapons in our conscious as well as (hopefully) our subconscious mind; the better this arsenal, the less superficial the assessment of the actual and emergent set-ups. By associating the general aspects of a position with some concepts, our strategic knowledge builds the foundations for suitable plans." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Strategy should neither be imparted nor perceived as a surrogate for ultimate truth, but as an organizer which turns an amorphous mass of perceptual concepts into a collection." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Strategy shouldn't set rules to be followed blindly; nonetheless, any theory can declare its stepping-stone concepts." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"The main goal of dynamic strategy is to develop the personality of a player, to discover everyone's uniqueness and turn it to good account. Social dynamism and the human personality are two assets of our day, and this is reflected in chess. Tactics and dynamics are becoming predominant in chess. (Mihai Suba, "Dynamic Chess Strategy", 2010)

"The true task of strategy is to help evaluate chess positions, their present state and their future possibilities. The ability to evaluate correctly is at least as important as tactical skill. Evaluation is, to an extent, subjective (it depends on which side of the board Tal is on!) and a strategy which claims 100% objectivity is utopian. A player must be flexible enough to adapt himself to the strategy, the strategy must be flexible enough to adapt itself to the player and both, in turn, must be flexible enough to adapt themselves to the position." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"The basic functions of strategy are to help the player: to reach a superficial evaluation of the position; to understand and/ or anticipate the opponent's plan; to understand and/ or anticipate the opponent's other weapons, especially when his play doesn't seem to obey a logical plan; to establish his own plan." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"In chess we use the term strategy as opposed to tactics and we assimilate it with positional play. I must show from the beginning that the use of these terms can be confusing. Strategy is not the opposite of tactics; it is the theory of tactics. It tries to clarify the general lines of tactics as well as its directions. In other words, it gives pointers for discovering plans, and plans, in their turn, direct the moves in given positions." (Mihai Suba, "Dynamic Chess Strategy", 2010)

"Appreciation of both strategy and tactics are the 'Ying and Yang' of a strong chess player. They sit side by side, in harmony with each other and you cannot hope to improve your play without working on both aspects of the game." (Adam Hunt, "Chess Strategy: Move by move", 2013)

"Chess strategy is concerned with the correct evaluation of a position and the formulation of an effective plan based upon its characteristic features. When the word 'strategy' is mentioned, people tend to jump to the conclusion that we are talking about long-term middlegame planning, and that you have to be some sort of psychic who can see the future, but that is rarely the case. Many features of a given position which are strategically important will evolve out of the opening and finish in the endgame, so it would be foolish to completely ignore these phases of the game. Plans can be short or long term, depending on how the landscape in front of you is changing as the game progresses. This is why the subject is so complex and so much material is available on it." (Adam Hunt, "Chess Strategy: Move by move", 2013)

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