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Alshahrani1 English 317 Hamoud Alshahrani Date: Mar 30, 2017 The Peter Principle The Peter Principle written by Laurence J. Peter and Raymond Hull highlights the disastrous effects of promotions in various organizations. The authors explains “The Peter Principle” as the management principles of any institution or organization, is effective when dealing with the selection of candidates for specific roles in management, the performance on the current tasks is a determining factor rather than their ability to execute the intended tasks. The principle explains the various behaviors of how promotions and up ranking employees are sometimes disastrous. This is because they are promoted only when their level of competence in the current position is sufficient, and their performance is of high value. The following promotion of the employees eventually attains a level when they can no longer compete for any further i.e. level of incompetence. The principle highlights various levels of incompetence and how they present themselves in the organizational structure. These include; physical, social, mental and emotional incompetence. This book presents various life and business world phenomena’s in a more violent and brilliant manner all of which pertains high levels of honesty in them. Most of the concepts brought forward in the text revolve around organizational activities and the perceptions regarding why most things go wrong. The central idea that primarily revolves within the book summary is the value of incompetence evidenced in our society, some business places and general life and Alshahrani2 the various levels of their manifestations. Dr. Laurence Peter states that, “work is accomplished by those employees who have not yet reached their level of incompetence.” He illustrates how incompetence is prone in every endeavor that is encountered at different hierarchical positions ranging from the junior employees to the CEO of the business, citizens to the administrative ranks and even students to their head of principals. Each level possesses a different incompetent and how they can be remedied in those specific levels. For instance, in an organization, most employees, after they have attained their levels of incompetence, tend to ineffectively perform in their lines of duties hence the competence skills reduce making then achieve an organizational limit of good performance. This leads to lack of execution of duty by the employees as most responsibilities and roles are conducted by the ones who still have not attained the levels of incompetence in the organization. Furthermore, class distinctions also lead to incompetence especially when granted opportunities are based on the educational level of a person e.g., individuals from world class universities are being awarded the promotional chances while those from college do not enjoy the same opportunities ((Peter & Raymond 13) Employees in the organization always seem to highly be focused when they are employed for their various positions. They are driven by the hopes of escalating to attain higher levels of success in their lines of operations. The author however states that, “an ounce of image is like a pound of performance." The high expectation of achievement by the employees to undertake responsibilities above their level of competence is usually a deterring factor in the performance of individuals in these organizations. Every individual within the organization is always susceptible to incompetent in an organization factoring time and the existence of various levels of professionalism within the organization. The book illustrates the concept of refusal to accept one’s level of incompetence within the organization. The primary type of incompetence that Alshahrani3 manifests a lot in the text is the physical incompetence frequently characterized by the use of many resources within the organization to carry out various tasks and delegations. The employee or the manager will tend to make use of the resources within the company by substituting the available options rather than carrying out the specific roles assigned to them to conduct. Most of these levels of incompetence seem to lower the process of decision making and even when the decision is made, they are sometimes not effective in the plan execution. For instance, when an employee is being assigned a duty to carry out and decide on an issue that is above his/her responsibility level. According to the authors, this kind of behavior has led to poor and slow decision-making process lagging the performance within the organizational structure. Since the employee is trusted to execute and effectively perform their specific roles, sometimes they will spend much of the time examining and closely deducing a case until he/she studies a minor point that might help in the justification and analysis process. A lot of resources and time will be spent in the process especially when they gather committee members to assist in the analysis. These symptoms, when exhibited by a senior employee, suggest that one has attained the maximum level of incompetence or known as the organization ceiling peak. In other instances, employees might undergo mental incompetence which involves the need to use excess mental pressure in the execution purposes. It is linked to emotional incompetence illustrating the feelings one experiences when carrying out duties that are extremely touchy thus needing extra care when dealing with regarding the state of mind ((Peter & Raymond ,59). In as much as the book points out the various causes of incompetence among employees, it illustrates that majority of the minorities within the organization including most women do not necessarily attain their levels of incompetence because of the lack of promotional strategies by Alshahrani4 these institutions. Moreover, most of the managers and other top ranks are usually promoted with an act of satisfying their self-interest rather than the values of the company hence ultimately clouding their future success. He points out that various posts within an organization are filled with individuals who are incompetent enough to execute and carry out these roles more effectively due to the incompetent levels. “For work to be fully accomplished and highly performed, it should be carried out by those employees who have not yet reached their levels of incompetence” (Peter & Raymond 24-25).He later suggested a hierarchical order under which various societal operations should occur in line with the principles of operations. Thus when seeking to promote a highly competing official within the organization, then hierarchical order rules must be taken into considerations. In most instances, the hierarchy is preserved within the institutions to avoid several cases of incompetence that may be present. Another way to reduce the level of incompetence among managers and other employees is generally to randomly select and shortlist the randomly selected group. It will provide a means of promoting candidates, not with their capabilities but management skills. The Peter Principle mainly focuses on the competence level of most individual’s within an organization and how they rise to their levels of incompetence. He presents some obvious features within the text; actions that are reflected in daily activities, in a more refreshing and hilarious manner that not only focuses on the disastrous effects of promotions but also on how to curb and partake various levels of incompetence that are evidenced by the organizational structure. Alshahrani5 Work Cited Peter, Laurence J, and Raymond Hull. The Peter Principle: Why Things Always Go Wrong. Place of publication not identified: Harper Business, 2014. Print. ...
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The Peter Principle
The Peter Principle written by Laurence J. Peter and Raymond Hull highlights the disastrous
effects of promotions in various organizations.
What is the Peter Pinciple?
The authors explains “The Peter Principle” as the management principles of any
institution or organization, is effective when dealing with the selection of candidates for specific
roles in management, the performance on the current tasks is a determining factor rather than
their ability to execute the intended tasks. The principle explains the various behaviors of how
promotions and up ranking employees are sometimes disastrous. This is because they are
promoted only when their level of competence in the current position is sufficient, and their
performance is of high value. The following promotion of the employees eventually attains a
level when they can no longer compete for any further i.e. level of incompetence. The principle
highlights various levels of incompetence and how they present themselves in the organizational
structure. These include; physical, social, mental and emotional incompetence.
What this book is about?
This book presents various life and business world phenomena’s in a more violent and
brilliant manner all of which pertains high levels of honesty in them. Most of the concepts
brought forward in the text revolve around organizational activities and the perceptions regarding
why most things go wrong. The central idea...

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Anonymous
Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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