Peters Principles: In a hierarchical system, each person always advises him to be competent; people with job scores will be upgraded to the high level position; if they continue to be competent, they will reach them until they reach them It can't be competent. Therefore, the tragedy of the organization is that every position will eventually be occupied by people; the organization's task is mostly completed by people that have not met the position of the position.
In the real level organization, the influence of Peter formula is generally existent. As a result, it can be a good talented person in a low level position, but now there is nowhere to be competent, but the level is high, and it is necessary to retire in this position. This situation is undoubtedly no doubt on individuals and organizations. For members, due to the failure of work, I can't find the fun of work, I can't achieve my own value. For organizations, if members are not properly promoted to a position they can't compete, one side of the organization is a foot man, on the other hand, the organization has lost a position that can be competent Excellent talents, therefore, the organization is also a victim of this inappropriate promotion. This is the paradox in the human resources management described by Peter.
The generation of Peter's principles is mainly generated by the inappropriate incentive mechanism of the company and the promotion mechanism of the personnel. In many units, professionals have accumulated the promotion of years of work experience through the exchange of employment. But their expertise and experience are not the same as they can become a good boss. Sometimes, they have a successful career, there is no further training and improve their expertise and management capabilities. When the institution has to be slim and reform, they feel great pressure, worried that the rice bowl can't help.
Can the question be avoided? You can consider the following methods to promote management training - when promoting employees, companies can be more cautious and considering candidates. Employees' work performance in previous positions is important, but he or she can compete for higher management positions is another thing. In addition, employees provide some training courses related to career development, so that employees can adapt to the transformation of promotion in the future. In fact, employees have a clear expectation to career development, and can eliminate doubts and stress on jobs.
Changing the employee upgrade mentality - Enterprises can also try to change the "promotional steward attitude" of employees. This mentality refers to the difference between the company's compensation and power, thereby causing a violent competition between employees, thereby producing a lot of office politics, and employees only pay attention to the position and ignore their work. Character.
When employees wanted to have a post-level identity, they did not think about the roles they should take in the company, they would only pursue continuously climbing, and even unscrupulously strive for higher power until they were placed in an uncomfortable position. This is harmful to individuals and the company's long-term.
