PDF Download The Peter Principle: Why Things Always Go Wrong, by Raymond Hull

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The Peter Principle: Why Things Always Go Wrong, by Raymond Hull

PDF Download The Peter Principle: Why Things Always Go Wrong, by Raymond Hull

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Review

“The Peter Principle has cosmic implications.” (The New York Times)“Ruefully delightful ... excruciatingly applicable—and fun to read” (Playboy)“[The Peter Principle] has struck a throbbing public nerve... a minor cultural phenomenon and its title phrase, like Parkinson’s Law, is certain to enter the language.” (Life magazine)

From the Back Cover

The classic #1 New York Times bestseller that answers the age-old questionWhy is incompetence so maddeningly rampant and so vexingly triumphant?The Peter Principle, the eponymous law Dr. Laurence J. Peter coined, explains that everyone in a hierarchy—from the office intern to the CEO, from the low-level civil servant to a nation’s president—will inevitably rise to his or her level of incompetence. Dr. Peter explains why incompetence is at the root of everything we endeavor to do—why schools bestow ignorance, why governments condone anarchy, why courts dispense injustice, why prosperity causes unhappiness, and why utopian plans never generate utopias.With the wit of Mark Twain, the psychological acuity of Sigmund Freud, and the theoretical impact of Isaac Newton, Dr. Laurence J. Peter and Raymond Hull’s The Peter Principle brilliantly explains how incompetence and its accompanying symptoms, syndromes, and remedies define the world and the work we do in it.

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Product details

Paperback: 192 pages

Publisher: HarperBusiness; Reprint edition (October 25, 2011)

Language: English

ISBN-10: 9780062092069

ISBN-13: 978-0062092069

ASIN: 0062092065

Product Dimensions:

5 x 0.4 x 7.2 inches

Shipping Weight: 4.2 ounces (View shipping rates and policies)

Average Customer Review:

4.6 out of 5 stars

190 customer reviews

Amazon Best Sellers Rank:

#27,932 in Books (See Top 100 in Books)

This is a classic, original version business book about the Peter Principle that was a famous business book in the 1970's. It is about the tendency to promote people to the level where they are NOT competent. I now write a fiscal watchdog blog and give famous books on management to local government managers, so I gave this to the local County Manager after he hired a Peter Principle manager. Maybe he will get the hint.

I had borrowed a copy of this book to read years ago and finally bought my own copy. I think it does accurately describe why organizations and beauracracies are run so poorly. Many (or most) people in the organization are incompetent, and it isn't all the individual's fault. The premise is that people will rise in an organization to the level if their incompetence. Meaning individuals will do their job just well enough not to get fired, but not well enough to get promoted, so they are stuck in a position where they are mediocre in their job (at best), or grossly incompetent (at worst). This theory is brilliant in it's simplicity, and I find it overwhelmingly accurate in explaining incompetence in the workplace. This book is well worth the read.

I really love this book: very interesting to read with several real life case studies that are sometime hilarious. For example a receptionist has returned a mail to the sender to be resent by post to ensure safe delivery as per company policy.Â Peter classified Â incompetence in 4 categories and how they manifest themselves:1. Physical incompetence. This is what we usually focus on,2. Social incompetence,3. Emotional incompetence, and4. Mental incompetence. Â Usually we try to fix the physical incompetence by bringing more resources particularly HR. Then we progressively create what the author refers to as the Peter Spiral. We ended of creating the other Â incompetence and find ourselves with several people that have reached the Peter's Plateau and has a Promotion Quotient of zero.Once a manager/leader reached the Â Peter's Plateau, instead of carrying out his or her duties, he or she found substitution techniques. For example he or she delays decisions making through:- Downward Buckpass: a subordinate is asked to decide an issue that is really above his level of responsibility,- Upward Buckpass: examine the case until he finds some tiny point which will justify sending it to a higher level, and- Outward Buckpass: assemble a committee and follow majority vote. Â Â When you show the above signs frequently, the person was promoted beyond his level of competence and has reached the Peter's Plateau.The good news is that there are remedies. Some of these remedies can be taken by individuals and some of them by organisations. When these remedies are well applied, most people will work at their level of competence and society as a whole will benefit.This book is a must read for HR professionals and leaders in all organisations.

Back around the time this book was first published, I was a "page" in a public library. I must have re-shelved "The Peter Principle" a hundred times, it was so popular at the time! It was some 35 years later when I finally read it. It's a concept that has been "fluffed" into a book, in order to sell books. It worked, of course - the book has sold a kabillion copies. The concept is, people are promoted to their level of IN-competence, and there they stay. I believe the perception is true for the most part, but really not worthy of an entire book. Dr. Peter made this observation, and I believe it was a good one. Probably a very good thought that could benefit entrepreneurs and bosses / supervisors / HR people. I actually bought the book for someone else, because I feel it's kind of an essential read even though it was written decades ago.

Interesting book, it will help you understand how sometimes people that don't seem to deserve it get promoted. It is also makes you think that you need to prevent to get a promotion unless you actually deserve it.

Growing up my father would always talk about the Peter Principle, and how we were doomed to be surrounded by incompetent people. He usually talked about the Peter Principle when I was having a pity party for myself because I had messed up at school or work. So when I saw this Kindle version in the daily e-book deals, I had to get it.I will confess there were times I was laughing out loud and other times a feeling of dread came over me while reading it. Peter and Hull nail it, and they do so in a humorous way. Anyone who is looking for a promotion should read this book. In fact, if you have been turned down for promotion, you should read this book. The book is very funny while being extremely candid.

The whole time I'm reading this, I'm thinking, "Jesus, this was written in the 60's and it's more truer than ever today." In every organization I've worked in, I've seen the Peter Principle in action. It's depressing and inevitable. It's likely the main downfall of modern business and I would love to work for a company that embraces the principle as a practice to avoid by restructuring the hierarchy.While the book is fantastic in explaining the different components and manifestations of the PP, it lacks detail in how to manipulate it. I found that section lacking clarity. I have read a few books on bettering oneself and it seems like there's 2 components: recognizing the problem and fixing the problem. This book leans heavily on recognizing the problem and graces the doorstep of fixing the problem. I suppose it's up to me to figure that out in my organization.I still gave this book 5 stars despite that criticism. It's a classic for business reading and a must-have for anyone looking to climb the corporate ladder based on merit. It's oddly surprising what you'll find out based on that.

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