He describes himself as a prince of disorder, champion of bold failures, maestro of zest, professional loudmouth, corporate cheerleader, lover of markets, capitalist pig, and card-carrying member of the ACLU (Peters, 2003). Other business magazines have described him as Ur-guru (guru of gurus) of management, and business' best friend and worst nightmare (Peters, 2003). He is the author of several books, has made a series of videos, and has also written numerous articles that have been published in newspapers as well as

Companies That Exemplify Peters’ Principles

Another theorist, Frederick Herzberg, developed his two-factor theory (motivation-hygiene theory) that focuses on attitude as the driver for motivating people (Robbins, 2001, p.111). His theory centered on factors affecting two criteria: job dissatisfaction (hygiene) and job satisfaction (motivator). Herzberg contended that enhancing job dissatisfying factors (wages, supervision, policies, peer relationships, etc.) did not necessarily provide job satisfaction but that a focus on the motivating factors (promotions, recognition, empowerment and achievement) would (Robbins, 2001, p.112). People by nature have a need for achievement and once an individual can work towards this goal then satisfaction begins to take shape.

The leaders of these companies believe, like Tom does, that their success lies in people. Not only the people who work for them but their partners in the supply chain; suppliers, customers and everyone involved in-between. Peters believes that companies like these are also successful because they embrace the practice of implementing Quality Improvement Processes along with a sales oriented approach (customer focus).

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