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Peter Principle

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Peter Principle
პიტერის პრინციპი

კანადელმა პედაგოგმა ლოურენს პიტერმა ჩამოაყალიბა დებულება, რომელმაც მას მთელს მსოფლიოში გაუთქვა სახელი. დებულების თანახმად, იერარქიულ ორგანიზაციებში გამუდმებით ხდება კომპეტენტური თანამშრომლების დაწინაურება და თანამშრომლები იღებენ უფრო მაღალ თანამდებობებს მანამ, სანამ იმ დონეს არ მიაღწევენ, რომლის შესაბამისი მოვალეობების შესრულება მათ ძალებს აღემატება. პიტერის პრინციპის თანახმად, იერარქიულ სისტემაში ნებისმიერი თანამშრომელი აღწევს თავისი არაკომპეტენტურობის დონეს. სწორედ აქ, არაკომპეტენტურობის დონეზე, თანამშრომელი მანამ დარჩება, სანამ ორგანიზაციას ან თავისი ნებით არ დატოვებს, ან პენსიაზე არ გავა, ან არ მოკვდება. რაც მეტი თანამშრომელი აღწევს თავისი არაკომპეტენტურობის დონეს, მით უფრო მეტად იკლებს ორგანიზაციის საერთო კომპეტენცია, ეცემა მისი ეფექტიანობა და რეგრესი უწყვეტ პროცესად ყალიბდება. „უკანასკნელი გაჩერების სინდრომი” თვალნათლივ გამოიხატება თანამშრომელთა ქცევაში – სამუშაოს ფორმალიზებისაკენ სწრაფვაში, ახალი ბიუროკრატიული წესების მოგონებაში და ასე შემდეგ. ფაქტობრივად მხოლოდ ისინიღა მუშაობენ ნაყოფიერად, ვისაც თავიანთი არაკომპეტენტურობის დონისთვის ჯერ არ მიუღწევიათ, მაგრამ ასეთების რაოდენობა თანდათან უფრო მცირდება. პიტერის პრინციპი შედეგები: 1. დროთა განმავლობაში, თითოეულ თანამდებობას დაიკავებს თანამშრომელი, რომელიც არაკომპეტენტური იქნება თავისი მოვალეობის შესასრულებლად. 2. საქმეს ის თანამშრომლები აკეთებენ, რომლებსაც ჯერ საკუთარი არაკომპეტენტურობის დონისათვის არ მიუღწევიათ. ეს მოსაზრებები აქტუალური იქნებოდა პიტერის მოღვაწეობის პერიოდში, დღევანდელობაში კი ისინი სხვა სახეს მიიღებდნენ, მაგრამ ამაზე მოგვიანებით... სანამ პიტერის პრინციპებზე გავაგრძელებდეთ საუბარს, გვინდა გაგიზიაროთ ჩვენი მოსაზრება განხილულ საკითხთან დაკავშირებით, ცხადია გადაწყვეტილება კადრის დაწინაურების შესახებ მოდის „ზემოდან“, ესე იგი ამა თუ იმ თანამშრომლის იერარქულ კიბეზე ზევით წანაცვლების გადაწყვეტილებას ზედა რგოლის მენეჯერები იღებენ. ნებისმიერი ნორმალური ორგანიზაციის ნორმალური ზედა რგოლის მენეჯერი უნდა აკვირდებოდეს დაქვემდებარებულის მიღწევებს, პიროვნულ თვისებებს, რამდენად შეესაბამება
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