Carrot Principle Quotes

Employees come to us in a state of readiness to engage, and it is the behavior and decisions of managers and organizational leaders that can result in even the best employees becoming disengaged over time.

The carrot and the stick are pervasive and persuasive motivators. But if you treat people like donkeys, they will perform like donkeys. —John Whitmore, Coaching for Performance, GROWing Human Potential and Purpose

If we didn’t feel there was something problematic with eating meat, dairy, and eggs in the first place, we wouldn’t have worked so hard to justify our behavior, we wouldn’t have tried so hard to avoid looking at the processes…Don’t tell me. I don’t want to know is not what we say when confronted with how carrots are harvested from the ground or how plums are plucked from trees. Don’t tell my children what they’re really eating. It would be too upsetting for them is not what we say when asked about how apples become applesauce. In all aspects of our life, guilt serves as a red flag that something isn’t right, tapping us on the shoulder to let us know we may have strayed from our principles or goals.

The most common reason that employees fail to meet performance expectations is that those expectations were never made clear in the first place.

In the past a leader was a boss. Today’s leaders must be partners with their people.” —Ken Blanchard

lack of training and limited opportunity for advancement are two of the leading reasons for turnover.

If you believe that the primary reason that people fail to meet goals has to do more with them than you, then you should not be in the business of supervising, developing, or leading people.

She began to take exercise far too late, embarking on tiny cycling tours to music festivals, or flower shows, or doing the rounds of churches – there were so many spires in her uninspiring adopted home. Three kids, one episiotomy, two continents, many phobias, lots of depressions. Old fat lady's underwear. It was all a curse upon cycling, which she'd taken up for what reason? Believe it or not, not even the bulbous seventies there were still bulbous, middle-aged women such as she, who thought that the principle of cycling meant something. They cycled and they ate in health-food restaurants like Cranks or Ceres, their cussedness aimed at appeasing the Earth Goddess herself. They almost fucking overdosed on grated carrot; while sipping fucking prune juice. They invented being environmentally-conscious, with their vegetable-buying co-operatives which gave them an excuse to put gumboots on in town.

employees work for more than just money; they work to feel good about themselves.

when you hear someone saying that they are “trying” to do these things, it is always a sign that they have already decided to fail.

highly engaged employees will remain motivated despite adverse circumstances, such as limited resources, equipment failures, time pressures, and so on. In contrast, employees with low levels of engagement will tend to appear motivated only under favorable conditions or when attempting to reach tangible, short-term goals that will yield personal reward.

There is an old saying: “Do right by people and they’ll do right by you.” I don’t hear that expression much anymore, especially in a difficult economy that makes it easy for bad supervisors to tell employees, “You should feel lucky to have a job.” I’m certain that hearing that from my supervisor would fire me up, but probably just not in the way he or she intended.

Nowadays U.S. agricultural policy, like the Declaration of Independence, is founded on the principle that all carrots are created equal, even though there's good reason to believe this isn't really true. But in an agricultural system dedicated to quantity rather than quality, the fiction that all foods are created equal is essential.

The increases in productivity brought about by Ford’s innovation were startling and revolutionized not just the automobile industry but virtually every industry serving a mass market. Introduction of “Fordist” mass production techniques became something of a fad outside America: German industry went through a period of “rationalization” in the mid-1920s as manufacturers sought to import the most “advanced” American organizational techniques.12 It was the Soviet Union’s misfortune that Lenin and Stalin came of age in this period, because these Bolshevik leaders associated industrial modernity with large-scale mass production tout court. Their view that bigger necessarily meant better ultimately left the Soviet Union, at the end of the communist period, with a horrendously overconcentrated and inefficient industrial infrastructure—a Fordism on steroids in a period when the Fordist model had ceased to be relevant. The new form of mass production associated with Henry Ford also had its own ideologist: Frederick W. Taylor, whose book The Principles of Scientific Management came to be regarded as the bible for the new industrial age.13 Taylor, an industrial engineer, was one of the first proponents of time-and-motion studies that sought to maximize labor efficiency on the factory floor. He tried to codify the “laws” of mass production by recommending a very high degree of specialization that deliberately avoided the need for individual assembly line workers to demonstrate initiative, judgment, or even skill. Maintenance of the assembly line and its fine-tuning was given to a separate maintenance department, and the controlling intelligence behind the design of the line itself was the province of white-collar engineering and planning departments. Worker efficiency was based on a strict carrot-and-stick approach: productive workers were paid a higher piece rate than less productive ones. In typical American fashion, Taylor hid

The fact is that 79 percent of employees who quit their jobs cite a lack of appreciation as a key reason for leaving. Sixty-five percent of North Americans report that they weren’t recognized in the least bit the previous year.

The simple but transformative act of a leader expressing appreciation to a person in a meaningful and memorable way is the missing accelerator that can do so much and yet is used so sparingly.

A major principle of Canadian foreign aid has been that where the USA wields its big stick, Canada carries its police baton and offers a carrot.

Artichokes Avocados Bean sprouts Beans, green Bok choy Broccoli Brussels sprouts Cabbage, green Celery Cucumbers with skin Grapes, green Green peas Kiwi, green Leafy greens Lettuce Limes Melons, honeydew Okra Olives, green Peppers, green Snow peas Watercress Zucchini with skin Red Beets Blood oranges Cabbage, red Cherries Cranberries (fresh or frozen without sugar) Grapefruit, pink or red Grapes, red Onions, red Peppers, red Plums, red Pomegranates Radicchio Radishes Raspberries, red Rhubarb Rooibos tea Strawberries Tomatoes Watermelons Blue/Purple/Black Aronia berries (grown throughout North America and Europe) Black currants Black mulberries Blackberries Blueberries Boysenberries Dates Eggplants Elderberries Figs, purple Grapes, black or purple Huckleberries Kale, purple Marionberries Olives, black Plums, black Prunes Purple heirloom carrots Purple yams or potatoes (remember these are starchy—and these must be pigmented all the way through in order to count in this category) Raisins Raspberries, black Yellow/Orange Apricots Cantaloupe Carrots Ginger root Grapefruit, yellow Kiwi, golden Lemon Mangoes Muskmelons Nectarines Oranges Papayas Peaches Peppers, orange and yellow Persimmons Pineapples Pumpkins Squash, summer and winter Starfruit Sweet potatoes and yams Tangerines Turmeric root

Carrot said nothing. He was gradually coming to terms with the fact that he probably wasn’t a dwarf, but dwarf blood flowed in his veins in accordance with the famous principle of morphic resonance, and his borrowed genes were telling him that nothing was going to be that simple.

For evidence that social commitment works, you have only to look at our most popular and durable social institutions that help us behave as we aspire: marriage, religion, and education. To varying degrees, all involve a public display of commitment to that institution and its principles in return for some benefit along with social support and censure. While marriage and religion are not good models, I think we should treat exercise more like education. For children, we already do. Just as we compel children to attend school, we require them to exercise (although rarely enough). As with school, we try to make exercise fun by making it social. So why not do the same for adults by treating exercise like college? Going to college is essentially a highly social commitment contract for adults that includes carrots and sticks. Students in my university pay a fortune to have professors like me compel them to read, study, and work under penalty of getting bad grades or failing. My students compete for and agree to these conditions because they know they would not learn as much without the school’s nudges, shoves, and requirements. In return, they enjoy a social experience that is usually fun, involves support from fellow students and staff, and encourages them to participate in something larger than themselves. Can this kind of commitment contract model help promote exercise, especially among youth?

Eating grains to get more fiber is like eating carrot cake to get more vegetables. There is far more sugar in whole grains than in vegetables and even fruits.

It’s all about eating real food! Sweet potatoes come from the ground, maple syrup comes out of a tree, carrots grow in the dirt, bees make honey, and hopefully we can all find more and more pasture-raised, grain-free, cruelty-free animals for protein. Because what our animals eat becomes what we eat, too. I don’t see ever getting too far from these principles. Real food is medicine, and I like to put the highest-quality food into the only body I will ever have.