I finally started my book Dr. StrangeJob Or: How I Learned to Stop Raging and Embrace the Bull. I will post updates as things develop, but here is the introduction ‘to pique your interest.

Introduction

The Peter Principle was first published in 1969 by Dr. Lawrence J. Peter and Raymond Hull. The principle states: “In a hierarchy, every employee tends to rise to his level of incompetence.”  Although the Peter Principle refers to the incompetent as male, it is likely a reflection of the time the principle was developed rather than an assumption that only males are incompetent. On the other hand, I have met more incompetent males than females in my day, so maybe the authors were more insightful than I have given them credit for.

The classic example of the Peter Principle can be found in the field of education; take, for example, the competent teacher whose lack of administrative skills becomes painfully evident after being promoted to principal. If the promotion causes significant disruption in the workplace, then the principal is either promoted to district manager or remains in a state of incompetent stagnation until retirement. Simply put, given any hierarchy, all employees tend to rise to their level of incompetence.

The Peter Principle does not discriminate against race, age, sex, or political party (OK, maybe by political affiliation). Look to any hierarchical organization in which you belong to witness the Peter Principle in practice. Gaze down the organizational ladder, and you will see competent employees in search of a promotion or incompetent employees likely to receive a promotion. Gaze upwards on the organizational ladder, and you will find incompetent employees in search of a golden handshake or competent ones about to be downsized. Gaze in the mirror to determine your competence level, but do not be fooled by what you think you see.

If you cannot evaluate your competence level, then you may have already reached your level of incompetence within that particular hierarchical structure. However, if you can determine your competence level, there may still be hope for you – unless, of course, you are incompetent at judging competence.

It’s a Catch-22. If you can see incompetence within your hierarchy, you may not have reached your level of incompetence. If, on the other hand, you cannot see incompetence, then you are likely already there. In other words, you are either in on the joke of Dr. StrangeJob, or you are a part of the joke of Dr. StrangeJob. If you are in on the joke, then tag along for the ride. If you are a part of the joke, then you probably stopped reading by now and are likely beyond redemption.

Does Dr. StrangeJob have the competence to write a book on incompetence? I believe so because thirteen years of industry experience in information systems, thirteen years of full-time post-secondary teaching experience, and five years in post-secondary program management have provided daily opportunities to see the Peter Principle in practice.

Although some may disagree, I believe I have managed to maintain a semblance of sanity after surviving over 30 years in a workforce fraught with incompetence, insanity, cronyism, and nepotism or controlled by psychopaths, sociopaths, and arseholes. Somehow, I was always able to find humour in the chaos. This project is my attempt at maintaining that sanity.

The idea for this book came to me during my last day of work at a local university. At the time, I was in a managerial position, being reclassified into a position I did not want to pursue. Although not ready to retire, I decided it was my time to leave. As I cleared out my overhead file cabinet, I stumbled upon an old file folder brimmed with work-related musings, notes, clippings, anecdotes, emails, and organizational reflections I had collected during my work career. The file folder was labelled “Work Shit,” and each item had not only passed my initial smell test but also managed to remain fragrant with each successive viewing.

I had the idea to use the folder’s contents as fodder for a satirical look at life in the workplace, but I needed a framework to tie the material together. Circumstances and three disparate events collided to form a skeleton for the manuscript.

1. I recently purchased the fortieth-anniversary edition of The Peter Principle by Lawrence J. Peter and Raymond Hull. The principle is as applicable today as it was in 1969.
2. I watched the forty-fifth anniversary edition of Stanley Kubrick’s film Dr. Strangelove or: How I Learned to Stop Worrying and Love the Bomb. Unfortunately, the film’s subtext is as relevant today as it was in 1964. Oh, my precious bodily fluids.
3. I reorganized my home library and stumbled upon my collection of Kurt Vonnegut Jr. novels.

Presto!!!

The framework became a satirical text of propositions ruminating on the continued relevance of the Peter Principle within the context of my work experience.

And so it goes…

Dr. StrangeJob is a satirical blogger, retired educator, social activist, actor, screenwriter, creator of Incompetents Anonymous (IA), and interim leader of the CBLA-InComps. He can be reached at drstrangejob@gmail.com. Follow him on Twitter @drstrangejob or Facebook at https://www.facebook.com/drstrangejob.