The Dilbert Principle

The Dilbert Principle refers to a 1990s satirical observation stating that companies tend to systematically promote their least-competent employees to management, in order to limit the amount of damage that they're capable of doing.
The term was coined by Scott Adams, an MBA graduate from U.C. Berkeley and creator of the Dilbert comic strip. Adams explained the principle in a 1995 Wall Street Journal article. Adams then expanded his study of the Dilbert Principle in a satirical 1996 book of the same name, which is required or recommended reading at some management and business programs. [1] [2] [3] [4] [5] 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.
Although academics may reject the principle's veracity, noting that it is at odds with traditional human resources management techniques, it originated as a form of satire that addressed a much-discussed issue in the business world. The theory has since garnered some support from business and management.
The Dilbert Principle is a takeoff on the Peter Principle. The Peter Principle addresses the practice of hierarchical organizations (such as corporations and government agencies) to use promotions as a way to reward employees who demonstrate competence in their current position. It goes on to state that, due to this practice, a competent employee will eventually be promoted to, and remain at, a position at which he or she is incompetent. The Dilbert Principle, on the other hand, claims that incompetent employees are intentionally promoted to prevent them from doing harm (such as reducing product quality, offending customers, offending employees, etc.). It is possible for both Principles to be simultaneously active in a single organization.