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Peter Prensibi: İş yerindeki beceriksizliğe HAYIR deyin
Paperback
ISBN13: 9782808601948
Publisher: Klincksieck
Published: Jan 20 2023
Pages: 32
Weight: 0.09
Height: 0.07 Width: 5.06 Depth: 7.81
Language: Turkish
Peter İlkesi'nin özünü bu pratik ve özlü kitapla sadece 50 dakikada anlayın. Peter ilkesi yetkinlik, verimlilik ve şirket içi terfi konularında önemli soruları gündeme getirmektedir: her çalışan kendi beceriksizlik seviyesine yükselme eğilimindedir, yani bir şirketin hiyerarşisinde ne kadar yukarıya bakarsak, pozisyonların beceriksiz çalışanlar tarafından işgal edilme olasılığı o kadar yüksektir. Eğer bu hipotez doğruysa, bunun etkinlik ve verimlilik üzerinde önemli etkileri olacağı açıktır. Bu kitap, Peter prensibinin insan kaynakları yönetimi ve performans yönetimindeki uygulamalarına kullanışlı bir giriş sunmaktadır. Ayrıca, bu hipotezi test etmek için bir bilgisayar simülasyonunun büyüleyici bir incelemesini, aşırı basitliği de dahil olmak üzere kavramın sınırlamalarının bir tartışmasını ve Parkinson Yasası ve Dilbert İlkesi gibi ilgili modellere bir giriş içermektedir.
Peter İlkesi Hakkında: Peter İlkesi, bir çalışanın belirli bir hiyerarşik seviyede verimli olması halinde, hiyerarşideki bir sonraki seviyeye terfi edeceğini ve verimsiz olduğu seviyeye ulaşana kadar bu şekilde devam edeceğini belirtir. Eğer rütbesi düşürülemiyorsa, bu, tüm yapıların doğal olarak daha verimsiz bir dengeye doğru evrildiği anlamına gelir. Bu durum, kurum içi terfi ve insan kaynakları yönetimine ilişkin bazı önemli soruları gündeme getirmektedir. Bu kitapta, Peter prensibinin altında yatan varsayımları, yetersiz çalışanların bazen terfi ettirilmesinin nedenlerini ve bir kişinin artık rolünün üstesinden gelemediğinde son pozisyona ulaştığının işaretlerini öğreneceksiniz. Kavramın olumlu ve olumsuz yönlerinin net bir şekilde açıklanması, pratikte nasıl işlediğinin tartışılması ve ilgili modellere giriş yapılması, Peter prensibinin durumunuza uygulanıp uygulanmadığını kontrol etmek için ihtiyacınız olan araçları size sunuyor.
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