Every one of us,start our life, like any one else,we crawl at 6 months,stand at 10 months,speak when we are one year old and follow a set pattern,and we call them mile stones ,and as time march past miles ahead we turn back to see that we are no more the same people with similar milestones, some have surpassed us ,while certain people,are staggering finding some means to become a sucess
Even within an organisation, we find that people with like qualifications and similar intelligent quotient, perform differently,ever wondered what could be the reasons?why we have climbed the ladder up, while some one is still stuckdown in an hierarchy .or vice verse.
I was recently reading a book by Dr.Lawerance J.peter and Raymond Hull,where he has also been perturbed about this major issue "Why thingSsalways go wrong "made a wide study on various items of issues in an Hierarchy and formulated his theory THE PETER PRINCIPLE.
Well the high lights of his theory are just produced below for the knowledge enhancement of every one.:
In a hierarchy every employee tends to Rise to his level of incompetence
That is every employee would be considered for promotion to the next level,,till such time that he reaches INCOMPETENCY.,SO IF ANY ONE IS STRUCK at the level of PEON,AND NOT considered for further promotion as a clerk.,he has reached his level of incompetence, so it goes,for a teacher to headmaster/principal/manager to gen. manager,Asst director to director, MD TO CMD,Further it may so happen that every one in that particular organisation would have attained the level of incompetence.and what ever little the organisation,is doing might be due to a few competent people still available. well we can relate this to our real life stories in our field of work .and Smile at what Peter has said.
Well even though the book deals with a vast serious issues which we encounter day in and day out. here was some very interesting observation made by the Author,which goes as follows,If we start plotting the profile of our staff in ant organisation, the distribution would,turn out as a bell curve ,where a major portion of the people would fall within the range of average competence,beyond this we have people distributed on either side as in competent and competent, Further beyond you have a special group super incompetent and super competent(Pl see the fig done for your benefit)
Inference and practicality of the data
It is widely believed that bosses are not very comfortable working with these two category of people,and are more comfortable with the average competent ones.
the COMPETENT and incompetent people have possibilities of getting fired and removed from the hierarchy's, However chances of a competent person getting remover/fired is much higher than an incompetent person getting fired, because bosses prefer incompetent persons,better than competent ones
Both super incompetent and super competent are not liked by the bosses and both of them stand great chances to be fired, and surprisingly both of them have equal chances to be removed unlike the upper model where,the in competent has a better chance of survival.
Well now go back to the hierarchy what you hold,now think about your chances of moving up(oh! you are still competent all the best and good luck).Also be prepared for being pushed out of the chain you see you are competent
If you have NO more levels to migrate, feel happy you have reached your level of incompetence,but you are still a preferred lot because of the logic stated above.
But the most important thing for all of us(including me) is to ensure that we get always plotted within the Average competent range,see it is the safest parking lot for a peaceful career,And let us really thank Peter for this wonderful enlightenment
Even within an organisation, we find that people with like qualifications and similar intelligent quotient, perform differently,ever wondered what could be the reasons?why we have climbed the ladder up, while some one is still stuckdown in an hierarchy .or vice verse.
I was recently reading a book by Dr.Lawerance J.peter and Raymond Hull,where he has also been perturbed about this major issue "Why thingSsalways go wrong "made a wide study on various items of issues in an Hierarchy and formulated his theory THE PETER PRINCIPLE.
Well the high lights of his theory are just produced below for the knowledge enhancement of every one.:
In a hierarchy every employee tends to Rise to his level of incompetence
That is every employee would be considered for promotion to the next level,,till such time that he reaches INCOMPETENCY.,SO IF ANY ONE IS STRUCK at the level of PEON,AND NOT considered for further promotion as a clerk.,he has reached his level of incompetence, so it goes,for a teacher to headmaster/principal/manager to gen. manager,Asst director to director, MD TO CMD,Further it may so happen that every one in that particular organisation would have attained the level of incompetence.and what ever little the organisation,is doing might be due to a few competent people still available. well we can relate this to our real life stories in our field of work .and Smile at what Peter has said.
Inference and practicality of the data
It is widely believed that bosses are not very comfortable working with these two category of people,and are more comfortable with the average competent ones.
the COMPETENT and incompetent people have possibilities of getting fired and removed from the hierarchy's, However chances of a competent person getting remover/fired is much higher than an incompetent person getting fired, because bosses prefer incompetent persons,better than competent ones
Both super incompetent and super competent are not liked by the bosses and both of them stand great chances to be fired, and surprisingly both of them have equal chances to be removed unlike the upper model where,the in competent has a better chance of survival.
Well now go back to the hierarchy what you hold,now think about your chances of moving up(oh! you are still competent all the best and good luck).Also be prepared for being pushed out of the chain you see you are competent
If you have NO more levels to migrate, feel happy you have reached your level of incompetence,but you are still a preferred lot because of the logic stated above.
But the most important thing for all of us(including me) is to ensure that we get always plotted within the Average competent range,see it is the safest parking lot for a peaceful career,And let us really thank Peter for this wonderful enlightenment