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The Peter Principle and The Dilbert Principle, what are these?

https://integriaims.com/en/peter-principle/

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The Peter Principle and The Dilbert Principle, what are these?
In 1960, when Professor Laurence J. Peter first exposed the famous principle that bears his name, he probably would not have imagined how popular it would become over time, to the point of becoming a classic of the business world and human resources.

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The Peter Principle

Also known as The Peter principle of Incompetence, it claims that people who do their job well are promoted to positions of greater responsibility, and so on, until they reach a position in which they are incompetent, so they remain stuck in that position.

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Dilbert Principle

The Dilbert Principle refers to the idea that incompetent employees are being promoted to prevent them from causing harm, since higher level positions don't need to be involved in the production of the company, while people that perform well are retained to production jobs, to keep the company going forward.

The Dilbert Principle is just a variation of the Peter Principle and critics think that this principle is only valuable for amusement. 

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Dilbert

Is a famous comic strip created by  Scott Adams that shows a humorous look in office life, but also manifests lessons on behavioral economics.

In a series of cartoons published throughout the 1990s, he coined the term the Dilbert Principle. The concept was so successful that in 1996 the book “The Dilbert Principle” was created, which became very successful and it ended up selling over a million copies.

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SIMILAR ARTICLES & IDEAS:

Promotion of Position = Demotion of Value

Promotion of Position = Demotion of Value

When a person is promoted, they usually turn to different responsibilities and roles which requires completely different skills and insights.

Later on, the company will notice that they made ...

Experience is not everything

Experience is a good thing, but this does not automatically make an employee the best person to be promoted to a more responsible job.

Before promoting an employee, the company should know the employee's level of knowledge, skills and ambitions. They should know if that person really deserves that spot. 

The Peter Principle

It describes what can happen when an employee does well in one job and is subsequently promoted. She/he does well in the new role and is promoted again. This continues up and until the em...

Avoiding the Peter principle

  • Commit to continuous learning: heading off to a career thinking you’ve learned all you needed to know for the next 40-50 years is a sure way to find yourself stuck in a position you cannot move beyond;
  • Be mindful of what you are good at: there are certain career fields each of us know we are not best suited for.

Responses to the Peter Principle

"Women and minorities were exempted from the idea because they often weren’t promoted despite their competence and so didn’t get the chance to r...

A Reverse Peter Principle

Most managers address the bad boss problem by getting out of the subordinate role as quickly as possible and, by improving their own leadership skills, becoming a good boss.

Incompetence is Everywhere

Incompetence can also be seen on how subordinates deal with their bosses.

Workers feel anxious on how their bosses think about them. Should I correct my boss? Does he think of me as a competitor? Am I capable enough? Should I take an action?

Of course, everyone would think of those question before making a move. But a wise subordinate know can recognize that a boss does not know what he needs and the best thing to do is address their suggestions to the boss. Why? Because the boss is the one with the greater power to act.

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