The Peter Principle is exactly what Peter summed up based on the analysis of thousands of incompetent failure cases in organizations. Its specific content is: "In a hierarchical system, every employee tends to rise to a position where he is incompetent". Peter pointed out that every employee will be promoted to a higher level because of his good performance (competence) in his original position; After that, if he continues to be competent, he will be further promoted until he reaches a position that he is incompetent. Peter's inference from this is that "every position will eventually be occupied by an employee who is not qualified for his job." Most of the tasks of hierarchical organizations are completed by employees who have not yet reached the incompetent class. " Every employee will eventually reach Peter Heights, where his promotion quotient (PQ) is zero. As for how to accelerate the ascension to this highland, there are two ways. First, it is the "pull" above, that is, relying on nepotism and acquaintances to pull from above; Secondly, it is self-promotion, that is, self-training and progress, while the former is widely used.

Peter believes that the introduction of Peter's principle made him "unintentionally" create a new science-Hierarchiolgy. This science is the key to solve the mystery of all social strata, so it is also the key to understand the whole civilization structure. Everyone who is in business, industry, politics, administration, military, religion and education is closely related to hierarchical organizations and is also controlled by Peter's principle. Of course, the assumption of the principle is that the time is long enough and there are enough classes in the five-level organization. Peter's principle is considered to be related to Parkinson's law.

In order to prevent people from becoming puppets in line and reverse the decline of "system depression", Dr. Peter put forward "Peter's Prescription", which provides 65 secrets to improve the quality of life, so that readers can exert their greatest potential through self-expression and constantly pursue a better life, instead of climbing upward and climbing to incompetent positions.

Peter's prescription 1: Peter's warm-up exercise-the vitality lies in exercise.

Peter's prescription 2: Peter's meditation-take a spiritual holiday every day.

Peter's prescription 3: Peter's comprehensive inspection principle-list your favorite activities and implement them selectively.

Peter's prescription 4: Peter's cleaning plan-removing the shadow caused by past life.

Peter's prescription 5: Peter pursues the law-to be a hero in his own mind.

Peter's prescription 6: Peter's sense of pride-always reward yourself.

Peter's prescription 7: Peter's pragmatism-always serving others.

Peter's prescription 8: Peter's motto-affirm yourself again.

Peter's Prescription 9: Peter's Archives Law-Tracing Personal History.

Peter's prescription 1: Peter's exploration method-check the reasons that make you satisfied with the status quo.

Peter's prescription 11: Peter's extension method-understand the pressure and reward of the position above you.

Peter's prescription 12: Peter's release method-free from the influence of irrelevant forces.

Peter's prescription 13: Peter polka-jumping over obstacles is the first step to success.

Peter's prescription 14: Peter's personality-describe an ideal self.

Peter's prescription 15: Peter's specialization method-focus on his own skilled field.

Peter's prescription 16: Peter's priority method-choose lasting fun.

Peter's Prescription 17: Peter's Potential Method-Finding a Practical Alternative.

Peter's Prescription 18: Peter's Prophecy Method-Predict one's own ability.

Peter's prescription XIX: Peter's prediction method-predict the consequences before doing something.

Peter's prescription 2: Peter may try to change jobs if possible.

Peter's Prescription XXI: Peter's Shelter-Rejecting "Promotion".

Peter's prescription 22: Peter's short play method-if your boss forces you to accept a position that you are not interested in, you pretend to be incompetent.

Peter's prescription XXIII: Peter's avoidance method-don't take "the people upstairs" too seriously.

Peter's prescription 24: Peter's clever words-use words to clarify rather than confuse ideas.

Peter's prescription 25: Peter anticipates the idea-recognize the goal.

Peter's prescription XXVI: Peter's bill method-establishing standards for measuring achievements.

Peter's prescription 27: Peter's seminar-let employees participate in the process of setting goals.

Peter's prescription 28: Peter's policy law-making group goals compatible with individual goals.

Peter's prescription XXIX: Peter's positioning method-understanding the goal from the perspective of demand rather than form.

Peter's prescription 3: Peter's practicality-setting feasible goals.

Peter's prescription 31: Peter's goal expression-putting the goal into words and actions.

Peter's prescription 32: Peter's participation method-let others participate in the process of establishing phased goals.

Peter's prescription 33: Peter's precise method-express the specific connotation of the goal in a clear, visible or measurable way.

Peter's prescription 34: Peter's principle of peace-be kind to others.

Peter's prescription 35: Peter's approach-using rationality in decision-making.

Peter's prescription 36: Peter's prescription-act decisively and promptly.

Peter's Prescription 37: Peter's Balance Method-strike a balance between fear and impatience.

Peter's Prescription 38: Peter's Simplification Method-Taking Problem Solving as Decision-making Orientation.

Peter's prescription 39: Peter's separation method-taking problem solving as decision-making orientation.

Peter's prescription 4: Peter's commitment principle-be careful to make a decision that no one agrees with.

Peter's prescription 41: Peter's effective method-be brave in action.

Peter's prescription 42: Peter's probability-both the scientific method and the gift of prediction can only sketch the outline of things.

Peter's prescription 43: Peter's clear method-before selecting or promoting each candidate, first understand the nature of the job.

Peter's prescription 44: Peter's proof method-try it before buying.

Peter's prescription 45: Peter's rehearsal method-secretly testing.

Peter's prescription 46: Peter's drama method-simulating the future situation.

Peter's Prescription 47: Peter's Petition Method-Try a temporary experimental promotion.

Peter's prescription 48: Peter's propaganda method-training new qualified candidates.

Peter's prescription 49: Peter's understanding method-listening with the third ear.

Peter's prescription 5: Peter's teaching method-strengthening all humane behaviors of children.

Peter's Prescription 51: Peter's Pairing Method-Pairing effective reinforcement factors with expected reinforcement factors.

Peter's prescription 52: Peter's salary method-as long as you perform well, you can get paid.

Peter's prescription 53: Peter's promotion method-when the promoted candidate is qualified for the new position, he will regard the promotion as a reward. .

Peter's prescription 54: Peter's status law-systematically improve the status of excellent employees in their posts as encouragement.

Peter's prescription 55: Peter's efficiency method-encouraging employees to pay based on efficiency.

Peter's prescription 56: Peter's reward and punishment method-rewards and punishments are distinct according to performance.

Peter's prescription 57: Peter's profit method-let all employees * * * share the profits, so that employees can become a harmonious team.

Peter's prescription 58: Peter's protection law-welfare should provide employees with substantial sense of security and meaningful enjoyment.

Peter's prescription 59: Peter's gourmet shop-let every employee have the right to choose the reward he or she wants.

Peter's Prescription 6: Peter's Purpose Method-If you want to encourage and strengthen employees' performance, clearly tell them their work objectives and provide an incentive mechanism that can repay their contributions.

Peter's prescription 61: Peter's participation method-rewarding group performance.

Peter's prescription 62: Peter's authorization law-providing opportunities for those who have the ability to develop their creativity.

Peter's prescription 63: Peter's praise method-convey your appreciation for the outstanding performance of employees.

Peter's prescription 64: Peter's reputation method-communicate with outstanding employees from all walks of life.

Peter's prescription 65: Peter's approach method-through intensive means, a person's behavior can be transformed by constantly approaching an ideal goal.

[ Edit this paragraph] The influence of Peter's principle

For an organization, once a considerable number of people in the organization are pushed to their incompetent level, it will cause the organization to be overstaffed and inefficient, leading to the mediocrity to get ahead and the development to stagnate. Therefore, this requires changing the simple enterprise employee promotion mechanism of "promotion according to contribution", and it cannot be inferred that a person will be qualified for a higher position just because he has done a good job at a certain post level. It is necessary to establish a scientific and reasonable personnel selection mechanism, objectively evaluate the ability and level of each employee, and arrange the employees to their competent positions. Don't regard job promotion as the main way to reward employees, we should establish a more effective reward mechanism, and use more ways such as salary increase and vacation as reward means. Sometimes promoting an employee to a position where he can't give full play to his talents is not only not a reward for employees, but also makes employees unable to give full play to their talents and brings losses to enterprises.

personally, although each of us is looking forward to continuous promotion, we should not take climbing as our only motivation. Instead of struggling to support and be at a loss in a position that is not fully competent, it is better to find a position where you can do well and give full play to your expertise.