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The Dilbert principle is a concept in management developed by Scott Adams, creator of the comic strip Dilbert, which states that companies tend to systematically promoteincompetent employees to management to get them out of the workflow. The Dilbert principle is inspired by the Peter principle, which holds that employees are promoted based on success in their current position until they reach their 'level of incompetence' and are no longer promoted. Under the Dilbert principle, employees who were never competent are promoted to management to limit the damage they can do. Adams first explained the principle in a 1995 Wall Street Journal article, and expanded upon it in his 1996 business book The Dilbert Principle.
Definition[edit]
In the Dilbert strip of February 5, 1995, Dogbert says that 'leadership is nature's way of removing morons from the productive flow'. Adams himself explained,[1]
I wrote The Dilbert Principle around the concept that in many cases the least competent, least smart people are promoted, simply because they’re the ones you don't want doing actual work. You want them ordering the doughnuts and yelling at people for not doing their assignments—you know, the easy work. Your heart surgeons and your computer programmers—your smart people—aren't in management. That principle was literally happening everywhere.
Adams explained the principle in a 1995 Wall Street Journal article.[2] Adams then expanded his study of the Dilbert principle in his 1996 book The Dilbert Principle, which is required or recommended reading at some management and business programs.[3][4][5][6] In the book, Adams writes that, in terms of effectiveness, use of the Dilbert principle is akin to a band of gorillas choosing an alpha-squirrel to lead them. The book has sold more than a million copies and was on the New York Times bestseller list for 43 weeks.
Adams' presentation of the principle is satirical—facetious but also addressing a real-world concern.
Comparative principles[edit]
The Dilbert principle is comparable to the Peter principle. As opposed to the Dilbert principle, the Peter principle assumes that people are promoted because they are competent, and that the tasks higher up in the hierarchy require skills or talents they do not possess. It concludes that due to this, a competent employee will eventually be promoted to, and then remain at, a position at which he or she is incompetent. In his book, The Peter Principle, Laurence J. Peter explains 'percussive sublimation', the act of kicking a person upstairs (i.e., promoting him to management) to get him out of the way of productive employees.
The Dilbert principle, by contrast, assumes that hierarchy just serves as a means for removing the incompetent to 'higher' positions where they will be unable to cause damage to the workflow, assuming that the upper echelons of an organization have little relevance to its actual production, and that the majority of real, productive work in a company is done by people lower in the power ladder. Unlike the Peter principle, the promoted individuals were not particularly good at any job they previously held, so placing them in a supervisory position is a way to quietly remove them from the workforce without actually firing them, rather than a reward for meritorious service. An earlier formulation of this effect was known as Putt's Law.
See also[edit]
- Negative selection (politics) – Aversion to the success of one's subordinates
References[edit]
- ^'Funny Business'(PDF). BizEd. November–December 2002. Archived from the original(PDF) on February 6, 2009. Retrieved April 23, 2011.
- ^Adams, Scott. 'Manager's journal: The Dilbert principle.' Wall Street Journal [New York, N.Y.] 22 May 1995, Eastern edition: A12. Wall Street Journal.
- ^'Project Management Case Studies'(PDF). Haas School of Business. University of California, Berkeley. 2003. Archived from the original(PDF) on March 13, 2012. Retrieved October 17, 2015.
- ^'Readings for CSCI 3308 - Software Engineering Methods and Tools'. University of Colorado Boulder. March 16, 2001. Archived from the original on September 22, 2006. Retrieved October 17, 2015.
- ^'Syllabus - SW Project Mgt - CSE5315 - 1998'. Archived from the original on February 20, 2003. Retrieved 2010-02-09.
- ^'EM 501 Management of Organizations'. Washington State University. 2000. Archived from the original on February 9, 2010. Retrieved October 17, 2015.
Further reading[edit]
- The Dilbert Principle by Scott Adams, HarperBusiness (1996) ISBN0-88730-858-9.
The Dilbert Future (1997) is a book published by Scott Adams as a satire of humanity that breaks the net motivations of humanity down into stupidity, selfishness, and 'horniness', and presents various ideas for profiting from human nature. The final chapter invites the reader to ponder upon several open-ended questions, such as the nature of gravity and the utility of affirmations, which are further addressed in God’s Debris.
Adams makes several 'predictions' throughout the book intended for humorous effect:
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- 'There will be two types of people: Superstars and perspiration wipers. Those who are neither will be managers'
- 'In the Future, the value of your job will decrease, thanks to the godforsaken hellhole of North Dakota'.
- The book anticipates a fictional food item (which Adam references as the Dilberito) which is explained as a food source containing 100% of a human's daily nutritional requirements (the point being that otherwise an individual needs a supercomputer and a team of scientists to determine dietary needs.)
Scott Adams did publish in issue 15 of his Dilbert Newsletter (sent to all members of Dogbert's New Ruling Class) an excerpt from this book with permission for it to be re-published (if kept with the copyright text).[1]
Adams introduced the word confusopoly in this book. The word is a portmanteau of confusion and monopoly (or rather oligopoly), defining it as 'a group of companies with similar products who intentionally confuse customers instead of competing on price'. Examples of industries in which confusopolies exist (according to Adams) include telephone service, insurance, mortgage loans, banking, and financial services. Adams also explains his belief that positive affirmations can influence external events, claiming that this has worked for him in the past.
References[edit]
- ^Adams, Scott (1997). 'Dilbert Newsletter #15'. dilbert.com. Archived from the original on June 11, 2002. Retrieved 2007-09-01.
- Scott Adams, The Dilbert Future, Published by HarperCollins June 1, 1997, ISBN0-7522-1161-7
External links[edit]
- Confusopoly Pricing – Companies Intentionally Trick Consumers Instead of Competing with examples of Dilbert comic strips that exemplify the meaning of the word