<h1 class= "pgc-h-arrow-right" > management 482| the three laws of Western management---- Peter's principle, if you want to succeed in the middle and high levels, you will benefit early</h1>
<h1 class="pgc-h-arrow-right" > Author: Zhou Nan</h1>
There are many middle and high-level managers who have been doing it for many years, but they know nothing about the three major discoveries of Western culture in the 20th century, also known as the 3 laws of Western management: Murphy's law, Peter's principle, and Parkinson's law.
The phenomena referred to in these three laws may happen to your team and yourself, in the previous chapter we talked about Murphy's law, and in this chapter we will discuss the "Peter Principle"!
Peter's Principle
<h1 class="pgc-h-arrow-right" >. Definition of Peter's Principle</h1>
In a hierarchy, each employee tends to rise to a position in which he is incompetent.
<h1 class="pgc-h-arrow-right" >2. The origin of Peter's principle</h1>
The Peter Principle was founded by the American management scientist Laurence. J． Based on an analysis of hundreds of examples of incompetent failures in organizations, Peter proposed at a workshop in 1960 that "in a hierarchy each employee tends to rise to a position in which he is incompetent."
Peter pointed out that every employee will be promoted to a higher position because of his good performance (competence) in his or her previous position, and thereafter, if he continues to be competent, he will be further promoted until he reaches a position for which he is not competent.
From this Peter deduced: "Every position will eventually be occupied by a worker who is not competent for his job." Most of the tasks of hierarchical organizations are done by employees who have not yet reached the level of incompetence. ”
Each employee will eventually reach Peter Heights, where his Lift quotient (PQ) is zero.
As for how to accelerate the ascension to this high ground, there are two ways. The first is the above "pull", that is, relying on nepotism and acquaintances to pull from above; the second, is the "push" of the self, that is, self-training and progress, etc., and the former is universally adopted. Everyone in the commercial, industrial, political, administrative, military, religious, educational, and hierarchical organizations is controlled by Peter's principles.
Of course, the assumption of the principle is that the time is long enough, and there are enough classes in the five-tier organization.
The origin of Peter's principle
<h1 class="pgc-h-arrow-right" >3. The practical significance of Peter's principle</h1>
According to Peter's principle, there are many levels in the organizational structure of a company, and when an employee performs well in his position, he will be promoted to the next level, and if he still performs well, he will continue to be promoted upwards until he is promoted to a position that he is not qualified for.
For example, an excellent salesperson is promoted to sales manager because of his excellent performance, but in the position of sales manager, he is doing a mess, for the enterprise, it is one more sales manager with insufficient ability and one less excellent salesperson.
We must also be clear that any organization is dynamic in the beginning. But as soon as the system matures, the symptoms of Peter's principle gradually appear, and people will wait in line like a canteen to wait for promotion.
Peter's principle is mainly proposed that due to the desire of employees to constantly climb up, which leads to the fact that eventually every position is held by incompetent employees, which is the root cause of the inefficiency of the enterprise.
This phenomenon is a problem that many companies will encounter, in order to avoid the occurrence of such problems, enterprises should improve the training mechanism of reserve cadres, encourage employees not to blindly use the promotion incentive mechanism, but also according to the personal situation of employees to use salary increases, bonuses and other incentive measures, attach importance to the potential of employees, and establish a scientific personnel selection mechanism.
Practical significance
<h1 class="pgc-h-arrow-right" >4. Peter's Principle of Prevention </h1>
Preventing the symptoms of Peter's principle is a topic that every middle and senior management must attach great importance to, so how should we do a good job of prevention?
1. Value guidance
For Peter's principle, it is necessary for the company to discuss and reflect in the team, especially the middle and senior management. What is our ultimate goal in life?
Is it self-worth, or is it a gain of rights or positions?
In fact, the real winners are always the former as their ultimate goal, in layman's terms, that is, they closely combine work and interests.
To this end, we must learn to guide the thinking of employees and managers to the realization of self-worth, rather than blindly pursuing the promotion of positions, middle and senior managers can not think that the biggest reward for subordinates is promotion and promotion, and ignore each person's different personality, interests and characteristics.
2. Scientific employment
Employing people, we should not only see how much he has contributed, but also based on his ability to make great contributions to the company in the future.
Let the truly capable talents enter the middle and high levels, and let those who have superb business, sales, etc., act as pacesetters in a certain field and exert their own energy.
In the end, every staff, middle and senior management and all kinds of talents can achieve "making the best use of their talents".
Scientific employment
3. Optimize the performance compensation system
Personally, I believe that the so-called middle and senior management personnel cannot be treated much higher than those who are skilled, proficient in business and have excellent performance.
It is necessary to establish a flat organization and salary system, make the system of judging value more perfect and scientific, and highlight the performance management system of enterprises that "work more, work less and mention less, and do not work hard", "those who can go up, those who are equal, and those who are mediocre" are highlighted.
Optimize the salary standards of employees at all levels and promote the development of enterprises with values.
Optimize the performance system
<h1 class="pgc-h-arrow-right" > more on management, stay tuned to the next topic: Parkinson's Law! </h1>
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<h1 class="pgc-h-arrow-right" > Further reading:</h1>
Management 481| the three laws of Western management: Murphy's law, middle and senior management know early and benefit early
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