![]() ![]() Peter provided a reasonable and noteworthy idea. Jokes aside (and the method behind the ostentatious naming aside), Dr. Outright naming your workplace theory is another. And, if you are anything like the majority of readers at the time, you scoffed at the outright flippant or downright braggart title of the thought. ![]() Peter, an educational scholar and sociologist, published his book The Peter Principle. But, it does involve a mystical and magical place… Canada. It also doesn’t involve learning how to fly by the sprinkling of pixie dust. The Peter Formula doesn’t involve picking pickled peppers. How the Peter Principle Affects Employee Performance.Therefore, let’s discuss the history of the goofily-named idea, its actual relevance to staffing, and how it can affect employee performance. Though we shall approach the topic with lighthearted prose, the Principle is fairly serious in concept, and if ignored, can create troublesome workforces. It involves the importance of approved and observed hierarchy, and the negative effects rushing promotions can have on a workplace. In fact, the Peter Principle is a fairly serious workplace observation, despite its somewhat whimsical title. What sounds like a comedy sitcom on your local television channel, the Peter Principle is anything but. Today, we will discuss the Peter Principle. Regardless, we decided to delve into a brief and lightened history lesson. Unfortunately, as trending terms and newly-found statistics waver toward the negative and overall possibility of a recession, we continue to find ourselves speaking of negatives after negatives. Though we will always focus our discussion upon something in the realm of employment, as we are today, we decided to step back from the normal newsworthy information. Despite our tireless efforts of covering every and all topic regarding staffing, employee performance, and the everchanging (and ever-terrifying) job market, we decided to take a detour from the norm. ![]()
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