“The Peter Principle has cosmic implications.”—New York Times
Back in 1969, Lawrence J. Peter created a cultural phenomenon with his brilliant, outrageous, hilarious, and all-too-true treatise on business and life, The Peter Principle—and his words and theories are as true today as they were then. By posing—and answering—the eternal question, “Why do things always go wrong?” Peter explores the incompetence that runs so rampant through our society, our workplace, and our world in an outrageously funny yet honest and eye-opening manner. With a new foreword by Robert I. Sutton, bestselling author of The No Asshole Rule, this twenty-first century edition of Peter’s classic is set to shake up the business world all over again.
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About the Author
Laurence J. Peter was born in Canada and received an EdD from Washington State University. An experienced teacher, counselor, school psychologist, prison instructor, consultant, and university professor, he wrote articles for many journals and magazines as well as several books. He died in 1990.
Raymond Hull wrote many stage plays as well as articles for Punch, Maclean’s, and Esquire. He died in 1985.
Read an Excerpt
The Peter Principle
Why Things Always Go Wrong
The Peter Principle
"I begin to smell a rat."
M. De Cervantes
When I was a boy I was taught that the men upstairs knew what they were doing. I was told, "Peter, the more you know, the further you go." So I stayed in school until I graduated from college and then went forth into the world clutching firmly these ideas and my new teaching certificate. During the first year of teaching I was upset to find that a number of teachers, school principals, supervisors and superintendents appeared to be unaware of their professional responsibilities and incompetent in executing their duties. For example, my principal's main concerns were that all window shades be at the same level, that classrooms should be quiet and that no one step on or near the rose beds. The superintendent's main concerns were that no minority group, no matter how fanatical, should ever be offended and that all official forms be submitted on time. The children's education appeared farthest from the administrator mind.
At first I thought this was a special weakness of the school system in which I taught so I applied for certification in another province. I filled out the special forms, enclosed the required documents and complied willingly with all the red tape. Several weeks later, back came my application and all the documents!
No, there was nothing wrong with my credentials; the forms were correctly filled out; an official departmental stamp showed that they had been received in good order. But an accompanying letter said, "The new regulations requirethat such forms cannot be accepted by the Department of Education unless they have been registered at the Post Office to ensure safe delivery. Will you please remail the forms to the Department, making sure to register them this time?"
I began to suspect that the local school system did not have a monopoly on incompetence.
As I looked further afield, I saw that every organization contained a number of persons who could not do their jobs.
A Universal Phenomenon
Occupational incompetence is everywhere. Have you noticed it? Probably we all have noticed it.
We see indecisive politicians posing as resolute statesmen and the "authoritative source" who blames his misinformation on "situational imponderables." Limitless are the public servants who are indolent and insolent; military commanders whose behavioral timidity belies their dreadnaught rhetoric, and governors whose innate servility prevents their actually governing. In our sophistication, we virtually shrug aside the immoral cleric, corrupt judge, incoherent attorney, author who cannot write and English teacher who cannot spell. At universities we see proclamations authored by administrators whose own office communications are hopelessly muddled; and droning lectures from inaudible or incomprehensible instructors.
Seeing incompetence at all levels of every hierarchy—political, legal, educational and industrial—I hypothesized that the cause was some inherent feature of the rules governing the placement of employees. Thus began my serious study of the ways in which employees move upward through a hierarchy, and of what happens to them after promotion.
For my scientific data hundreds of case histories were collected. Here are three typical examples.
Municipal Government File, Case No. 17 J. S. Minionwas a maintenance foreman in the public works department of Excelsior City. He was a favorite of the senior officials at City Hall. They all praised his unfailing affability.
"I like Minion," said the superintendent of works. "He has good judgment and is always pleasant and agreeable."
This behavior was appropriate for Minion's position: he was not supposed to make policy, so he had no need to disagree with his superiors.
The superintendent of works retired and Minion succeeded him. Minion continued to agree with everyone. He passed to his foreman every suggestion that came from above. The resulting conflicts in policy, and the continual changing of plans, soon demoralized the department. Complaints poured in from the Mayor and other officials, from taxpayers and from the maintenance-workers' union.
Minion still says "Yes" to everyone, and carries messages briskly back and forth between his superiors and his subordinates. Nominally a superintendent, he actually does the work of a messenger. The maintenance department regularly exceeds its budget, yet fails to fulfill its program of work. In short, Minion, a competent foreman, became an incompetent superintendent.
Service Industries File, Case No. 3 E. Tinker was exceptionally zealous and intelligent as an apprentice at G. Reece Auto Repair Inc., and soon rose to journeyman mechanic. In this job he showed outstanding ability in diagnosing obscure faults, and endless patience in correcting them. He was promoted to foreman of the repair shop.
But here his love of things mechanical and his perfectionism become liabilities. He will undertake any job that he thinks looks interesting, no matter how busy the shop may be. "We'll work it in somehow," he says.
He will not let a job go until he is fully satisfied with it.
He meddles constantly. He is seldom to be found at his desk. He is usually up to his elbows in a dismantled motor and while the man who should be doing the work stands watching, other workmen sit around waiting to be assigned new tasks. As a result the shop is always overcrowded with work, always in a muddle, and delivery times are often missed.
Tinker cannot understand that the average customer cares little about perfection—he wants his car back on time! He cannot understand that most of his men are less interested in motors than in their pay checks. So Tinker cannot get on with his customers or with his subordinates. He was a competent mechanic, but is now an incompetent foreman.
Military File, Case No. 8 Consider the case of the late renowned General A. Goodwin. His hearty, informal manner, his racy style of speech, his scorn for petty regulations and his undoubted personal bravery made him the idol of his men. He led them to many well-deserved victories.
When Goodwin was promoted to field marshal he had to deal, not with ordinary soldiers, but with politicians and allied generalissimos.The Peter Principle
Why Things Always Go Wrong. Copyright © by Laurence Peter. Reprinted by permission of HarperCollins Publishers, Inc. All rights reserved. Available now wherever books are sold.
Most Helpful Customer Reviews
A scary explanation about why we see much incompetence in daily life. The problem is that I am incompetent to understand the book myself. Most of the time I cannot tell if the author is serious or kidding.
Laurence Peter describes the incompetent world, particular that of the common workplace, in very astute and definitive terms. We already know the world is full of idiots who somehow got to an admirable level of success and ¿achievement,¿ however Peter breaks down this thought into a polished and elaborate theory/principle. There isn¿t much offered in how to change the Peter Principle, which leaves the reader with a bleak outlook of his or her workplace future. Highly pessimistic, this book is definitely funny and sadly very true.
I always thought something was wrong with ME. I worked hard, achieved well beyond the company's expectations and was extremely kind and considerate to everyone, no matter what they did in the company. Yet, I would still get 'into trouble.' After reading this book, I recommend it to every single person who works for someone other than him/herself. I now understand that I don't always fit into the 'corporate' structure. Many corporate people just want their lives to go smoothly. Don't go to them with anything other than the technical part of the job. If someone is rude, sabatoging or not carrying their weight, don't go to anyone. They don't want to hear it. It only makes them have to 'manage' their staff and make decisions - a job for which they were put into that position. I have learned how to play the coporate game and it is document everything, try to resolve it and if it becomes a 'no win' situation, GET OUT! I left on company when the manager wanted to move me from outside sales to inside desk with the office girls who fought all the time. I quit. It will be a dead-end street and no matter how well you do your job, you don't fit in. I am slowly becoming a motivational speaker and I shall recommend this book to everyone. It made me see that it isn't about me. I am not into the office gossip and go to work to work. Therefore, if only ONE person and he/she is the 'leader' of the pack, doesn't like me, LOOK OUT! I don't stand a chance if the management doesn't see it or WANT to see it. And worse yet if this indivual is above you the chain. You can love your job and everything about it, it is a 'family' of sorts. One reason family's are dysfunctional is the same thing, the decision makers don't see or don't want to see where the problems lie and how to fix them. Your company is your family and if you don't fit in to their culture, either shut up and take it or leave...