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Peter Principle

The Peter Principle states that employees in hierarchical organizations will be promoted based on their successes until they reach a level of incompetence. This occurs because they are promoted to roles that require different skills than their previous roles. To avoid this, managers should ensure they are promoting the best candidates for roles rather than rewarding past successes. Individuals considering promotions should carefully research the new roles and skills required to determine if they are a good fit. Organizations can also mitigate the Peter Principle through good recruitment, support and training practices.

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sahira mangotara
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55 views

Peter Principle

The Peter Principle states that employees in hierarchical organizations will be promoted based on their successes until they reach a level of incompetence. This occurs because they are promoted to roles that require different skills than their previous roles. To avoid this, managers should ensure they are promoting the best candidates for roles rather than rewarding past successes. Individuals considering promotions should carefully research the new roles and skills required to determine if they are a good fit. Organizations can also mitigate the Peter Principle through good recruitment, support and training practices.

Uploaded by

sahira mangotara
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Name: Sahara Mangotara

Date: September 10, 2022


Reflections on Peter Principle
Have you ever worked hard for a promotion, only to find that your new role
wasn't really what you expected? Perhaps you felt unprepared for the duties
and responsibilities that came with the new position, and your performance
suffered.

Or, have you promoted your star team players, only to find that they are
suddenly "out of their depth" and struggling to cope?

If either of these scenarios seems familiar, you may have unwittingly fallen
victim to the Peter Principle.

What Is the Peter Principle?


The Peter Principle was first identified by Dr Laurence J. Peter, a sociologist,
lecturer and business consultant, in his 1968 book of the same name. It
states, "In a hierarchy every employee tends to rise to his level of
incompetence."
In other words, if you work in an organization with a top-down management
structure and you are good at your job, you will likely be promoted until you
reach one rung above your level of competence. Dr Peter called this level
your "final placement."

While the book is written in a lighthearted manner, there's more than a grain of
truth in its well-researched analysis of one of the main flaws in hierarchical
structures.

Avoiding the Peter Principle

How can you guard against the Peter Principle, or mitigate its effects? Let’s
look at three scenarios where it can come into play, and explore strategies to
combat it

1. You are a hiring manager, and you want to be certain that you're
promoting the right candidate.
 

If you're promoting from within your team or organization, make sure that
you're choosing the person who's best suited for the role, rather than
rewarding someone for past successes. You don't want to lose your best
technician, only to gain a mediocre manager!

2. You have been offered a promotion, but you are not sure that you
have the necessary skills.

It's not easy to turn down a promotion! But before you accept one, think
carefully about what is most important to you. Is it salary and status, or doing
a job that you are good at and that you enjoy?

Research the role and find out what is involved. For example, talk to other
people in similar positions, and use your interview to find out what new skills
you'd need to do the job effectively. Consider carefully whether you are
really motivated  to learn those skills. Also, are you prepared to manage
your former peers ?

If the role isn't right for you, there's no shame in turning it down. In fact, you
may be doing yourself and your organization a favor. Concentrate on your
strengths, and you will find more fulfilling ways to advance your career and
contribute to your company's success.
Key Points

The Peter Principle states that, if you perform well in your job, you will likely
be promoted to the next level of your organization's hierarchy. You will
continue to rise up the ladder until you reach the point where you can no
longer perform well.
This will likely leave you frustrated and unhappy, and it may impact morale
and productivity in your company.
You can mitigate the Peter Principle's effects in your organization with good
recruitment, support and training.
If you are in a position where you feel "out of your depth," take control as soon
as possible. Talk to your HR department, and seek feedback, training or
coaching.

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