What is the Dilbert Principle?

Dilbert-a white-collar worker, electrical engineer, a cartoon character created by half-naked cartoonist Scott Adams. His head was like a shaving brush, his two lenses were like a fire hose in a building's fire window, his tie was stiff like a fire stick, and there was always strangely no buttons on his shirt, but it could be on his pocket. I found five or six pens, with a wry smile like the end of the day. He is Mr. Dilbert, the unlucky egg of the world famous company! He had wanted to murder the boss.

Dilbert

(The actor in the Dilbert Principles)

Right!

Dilbert-a white-collar worker,

The Dilbert Principle (Scott Adams, 1991) is a comic description of an engineer named Dilbert. He is honest, serious, obscure and resentful during his work. He lives in an idiot-managed company And finally became an idiot. This is a traditional or mature management system.

The Dilbert principle may have its value and inevitability under certain circumstances and conditions, but as far as the modern enterprise mature management is concerned, the Dilbert principle is not desirable and will definitely have a huge negative impact. The Dilbert Principles are about gaining or maintaining a certain position in the management process through various sneaky tricks, preset traps, fancy surface articles, and tricks to win the trust of senior management. , Tells how to kill employees' creative spirit, enthusiasm, personality, enthusiasm and how to develop the company and its employees into idiots. For enterprise development, it is extremely harmful. As far as human resources management is concerned, the strategic role of human resources management has not been brought into full play, and the practice of human resources cannot be discussed. Under the Dilbert principle, companies have no policies, management practices, and systems that can affect employee behavior, attitudes, and performance. There is no such thing as human resource planning, recruitment, selection, training and development, compensation, and performance management. The practice process has caused inefficiency, egalitarianism, and active or passive idleness, and has caused irrational system design, such as irrational wage structures.