(1) Cultivate the ability to appreciate the good qualities, rather than dislike the shortcomings, of each individual.

(2) Do not give vent to impatience and annoyance on slight provocation. Some offensive individuals seem to develop a striking capacity for becoming annoyed, which they indulge with little or no restraint.

(3) Do not harbor grudges after disagreements involving honest differences of opinion. 

Keep your arguments objective and leave personalities out of it. Never foster enemies, for as E. B. White put it: “One of the most time-consuming things is to have an enemy.”

(4) Form the habit of considering the feelings and interests of others.

(5) Do not become unduly preoccupied with your own selfish interests. 

When you look out for Number One first, your associates will be disinclined to look out for you, because they know you are already doing that. This applies to the matter of credit for accomplishments. But you need not fear being overlooked; about the only way to lose credit for a creditable job is to grab for it too avidly.

(6) Make it a rule to help the other person whenever an opportunity arises. 

Even if you are mean-spirited enough to derive no personal satisfaction from accommodating others, it’s a good investment. The business world demands and expects cooperation and teamwork among the members of an organization.

(7) Be particularly careful to be fair on all occasions. 

This means a good deal more than just fair upon demand. All of us are frequently unfair, unintentionally, simply because we do not consider other points of view to ensure that the interests of others are fairly protected. For example, we are often too quick to unjustly criticize another for failing on an assignment when the real fault lies with the manager who failed to provide the tools to do the job. Most important, whenever you enjoy a natural advantage or hold a position from which you could seriously mistreat someone, you must “lean over backwards” to be fair and square.

(8) Do not take yourself or your work too seriously. 

A sense of humor, under reasonable control, is much more becoming than a chronically sour dead-pan, a perpetual air of tedious seriousness, or a pompous righteousness. It is much better for your blood pressure, and for the morale of the office, to laugh off an awkward situation now and then than to maintain a tense, tragic atmosphere whenever matters take an embarrassing turn. Of course, a serious matter should be taken seriously, but preserving an oppressively heavy and funereal atmosphere does more harm than good.

(9) Put yourself out just a little to be genuinely cordial in greeting people. 

True cordiality is, of course, spontaneous and should never be affected, but neither should it be inhibited. We all know people who invariably pass us in the hall or encounter us elsewhere without a shadow of recognition. Whether this is due to inhibition or preoccupation, we cannot help thinking that such unsociable chumps would not be missed much if we just didn’t see them. Like anything else, this can be overdone, but most engineers can safely promote more cordiality in themselves.

(10) Give people the benefit of the doubt, especially when you can afford to do so. 

Mutual distrust and suspicion generate a great deal of unnecessary friction. These are derived chiefly from misunderstandings, pure ignorance, or ungenerously assuming that people are guilty until proven innocent. You will get much better cooperation from others if you assume that they are just as intelligent, reasonable, and decent as you are, even when you know they are not (although setting the odds of that are tricky indeed).

I like these rules a lot.

Is Farnam the author or is he quoting someone else?

Sorry, should have included.  The list above is from The Unwritten Laws of Engineering, by W.J. King, with revisions and additions by James G. SkaKoon. 

http://www.amazon.com/exec/obidos/ASIN/0791801624/farnamstreet-20

The Unwritten Laws of Engineering is a book for those engineers who have more obstacles of a personal nature in organizations than technical. First published as a series of three articles in Mechanical Engineering, the “laws” were written and formulated as a professional code of conduct so to speak circa 1944. Although fragmentary and incomplete, they are still used by engineers, young and old, to guide their behavior.

This is a rather comprehensive quality but it defines the prime requisite of personality in any human organization. No doubt this ability can be achieved by various formulas, although it is based mostly upon general, good-natured friendliness, together with consistent observance of the “Golden Rule.”

Excellent. And useful to more than just engineers!