Anything to do in the government can be a bit loose. But every black woman I ever encountered in the military have been the most corrupt hateful people I have ever encountered. You put a black woman in authority, shit will go wrong. Leadership will put up with it, and solve the problem by promoting them out of your battalion. Problem solved. Which shocked me. I had a black woman as a history teacher in high school. She was smart, intelligent, friendly and honest. So I was caught totally by surprise by the first black female NCO, corrupt, hateful, vindictive, rascist and pure evil. She stole from the government promoted all brown people and shat upon all white males. Her white male supervisors were scared shitless of her. I thought wow that was odd, survived it, moved on only to encounter another one. Exact same thing, evil black female in a position of authority. The military is really fucked up that way. Narcissists are rewarded and promoted. Only an actual war can fix this, they need to be killed.
The Peter Principle is a concept in management theory formulated by Dr. Laurence J. Peter in his 1969 book titled "The Peter Principle." The principle is a satirical yet often observed phenomenon in hierarchical organizations. It can be summarized as follows:
"In a hierarchy, every employee tends to rise to their level of incompetence."
This means that employees are typically promoted based on their performance in their current role, rather than on their abilities relevant to the intended role. As a result, they keep getting promoted until they reach a position at which they are no longer competent. Key points of the Peter Principle include:
Performance Evaluation: Employees are often evaluated for promotions based on their current job performance and not on their ability to perform in the proposed role. Promotion vs. Competence: The principle suggests that while individuals might be effective in their current role, they might not necessarily have the skills or aptitude for a higher position in the hierarchy. This can lead to managerial incompetence and inefficiency in the organization. Final Placement: An employee's final placement in the hierarchy is often a position where they are not capable of adequate performance, which can lead to stagnation. Implications for Organizations: The Peter Principle implies that many organizations might unknowingly promote incompetence through their existing promotion policies. To mitigate the effects of the Peter Principle, some organizations adopt different strategies, such as:
Competency-Based Promotions: Evaluating potential promotions based on the competencies and skills required for the new role, not just performance in the current role. Training and Development: Offering training and development opportunities to employees to prepare them for higher roles. Lateral Movement: Encouraging lateral moves within the organization to allow employees to find roles that suit their skill set. Performance Management Systems: Implementing comprehensive performance management systems that evaluate an individual's overall suitability for career advancement. Understanding and addressing the Peter Principle is crucial for maintaining efficiency and effectiveness in any hierarchical organization.
[ - ] Autismo 1 point 1.3 yearsDec 30, 2023 18:40:47 ago (+2/-1)
The saying you're referring to, often attributed to Roman soldiers or the Roman military culture, is not specifically documented in historical texts as a common phrase among Roman soldiers. However, it encapsulates a sentiment that could align with the Roman military's perspective on leadership and promotion.
In the Roman military system, promotions were often based on merit, performance in battle, and the favor of superiors or political leaders. The phrase "Let him be promoted and let him be removed" could reflect the pragmatic and often politically influenced nature of military promotions in ancient Rome. A soldier or officer's position and status were always subject to change based on their achievements, failures, or the whims of their superiors and political shifts.
This sentiment is consistent with the Roman emphasis on discipline, efficiency, and a hierarchy that was responsive to the needs of the military and the state. Leaders who performed well could be rapidly promoted, while those who failed or fell out of favor could just as quickly be demoted or removed from their positions.
While this specific saying isn't a documented quote from Roman military history, it does reflect broader themes of the Roman approach to military command and structure.
The ABW thing is just shockingly accurate. They're never happy, at least where a white man can see em. Every time they're on TV it's "poor me." It's not racism, but it kind of is because negresses are undesirable. This causes bitterness that no one likes them -- which in turn causes no one to like them. It doesn't help that most are fat.
Then the men are shiftless, unfaithful, and unreliable, so there's always some kind of babydaddy drama. The marriage rate is atrocious, so these are mostly single black women whether they have kids or not.
I've never worked with any black women, really, but I hear "corporate" just tiptoes around them trying not to get called racist. I guess if you can fly under the radar, one way to never get called racist is never to hire one.
Yep. No meritocracy in who leads in the military. This is why we are able to lose to goat herders with less training and fewer resources.
A war will not kill the incompetents who have been promoted. We are basically guaranteed to loose any war we enter at this point no matter how weak the enemy is because our military is built to lose. There are many layers to a military and if any one is dysfunctional that military is built to loose no matter what skill or effort another layer has.
The only reason why every country that dislikes us doesn't just take us out right now is because we have the ordinance to make it very painful to win.
anoeses: consciousness that is pure passive receptiveness without understanding or intellectual organization of the materials presented Dunning-Kruger effect: a type of cognitive bias in which people believe they are smarter and more capable than they are. hammites
[ + ] watts2db
[ - ] watts2db 8 points 1.3 yearsDec 30, 2023 18:43:50 ago (+8/-0)
[ + ] anthonylancer
[ - ] anthonylancer 1 point 1.3 yearsDec 31, 2023 09:07:42 ago (+1/-0)
[ + ] Thatguy
[ - ] Thatguy [op] 0 points 1.3 yearsDec 31, 2023 11:41:17 ago (+0/-0)
[ + ] SirNiggsalot
[ - ] SirNiggsalot 2 points 1.3 yearsDec 30, 2023 17:59:00 ago (+2/-0)
[ + ] Thatguy
[ - ] Thatguy [op] 3 points 1.3 yearsDec 30, 2023 18:02:39 ago (+4/-1)
[ + ] Autismo
[ - ] Autismo 6 points 1.3 yearsDec 30, 2023 18:41:50 ago (+6/-0)
"In a hierarchy, every employee tends to rise to their level of incompetence."
This means that employees are typically promoted based on their performance in their current role, rather than on their abilities relevant to the intended role. As a result, they keep getting promoted until they reach a position at which they are no longer competent. Key points of the Peter Principle include:
Performance Evaluation: Employees are often evaluated for promotions based on their current job performance and not on their ability to perform in the proposed role.
Promotion vs. Competence: The principle suggests that while individuals might be effective in their current role, they might not necessarily have the skills or aptitude for a higher position in the hierarchy. This can lead to managerial incompetence and inefficiency in the organization.
Final Placement: An employee's final placement in the hierarchy is often a position where they are not capable of adequate performance, which can lead to stagnation.
Implications for Organizations: The Peter Principle implies that many organizations might unknowingly promote incompetence through their existing promotion policies.
To mitigate the effects of the Peter Principle, some organizations adopt different strategies, such as:
Competency-Based Promotions: Evaluating potential promotions based on the competencies and skills required for the new role, not just performance in the current role.
Training and Development: Offering training and development opportunities to employees to prepare them for higher roles.
Lateral Movement: Encouraging lateral moves within the organization to allow employees to find roles that suit their skill set.
Performance Management Systems: Implementing comprehensive performance management systems that evaluate an individual's overall suitability for career advancement.
Understanding and addressing the Peter Principle is crucial for maintaining efficiency and effectiveness in any hierarchical organization.
[ + ] watts2db
[ - ] watts2db 1 point 1.3 yearsDec 30, 2023 18:46:04 ago (+1/-0)
[ + ] Autismo
[ - ] Autismo 1 point 1.3 yearsDec 30, 2023 18:40:47 ago (+2/-1)
In the Roman military system, promotions were often based on merit, performance in battle, and the favor of superiors or political leaders. The phrase "Let him be promoted and let him be removed" could reflect the pragmatic and often politically influenced nature of military promotions in ancient Rome. A soldier or officer's position and status were always subject to change based on their achievements, failures, or the whims of their superiors and political shifts.
This sentiment is consistent with the Roman emphasis on discipline, efficiency, and a hierarchy that was responsive to the needs of the military and the state. Leaders who performed well could be rapidly promoted, while those who failed or fell out of favor could just as quickly be demoted or removed from their positions.
While this specific saying isn't a documented quote from Roman military history, it does reflect broader themes of the Roman approach to military command and structure.
[ + ] Deleted
[ - ] deleted 1 point 1.3 yearsDec 30, 2023 18:57:47 ago (+1/-0)
[ + ] Allienonymus
[ - ] Allienonymus 2 points 1.3 yearsDec 30, 2023 19:59:53 ago (+2/-0)
[ + ] boekanier
[ - ] boekanier 0 points 1.3 yearsDec 31, 2023 05:17:28 ago (+0/-0)*
[ + ] bonghits4jeebus
[ - ] bonghits4jeebus 0 points 1.3 yearsDec 30, 2023 22:14:18 ago (+0/-0)
Then the men are shiftless, unfaithful, and unreliable, so there's always some kind of babydaddy drama. The marriage rate is atrocious, so these are mostly single black women whether they have kids or not.
I've never worked with any black women, really, but I hear "corporate" just tiptoes around them trying not to get called racist. I guess if you can fly under the radar, one way to never get called racist is never to hire one.
[ + ] x0x7
[ - ] x0x7 0 points 1.3 yearsDec 30, 2023 21:55:12 ago (+0/-0)
A war will not kill the incompetents who have been promoted. We are basically guaranteed to loose any war we enter at this point no matter how weak the enemy is because our military is built to lose. There are many layers to a military and if any one is dysfunctional that military is built to loose no matter what skill or effort another layer has.
The only reason why every country that dislikes us doesn't just take us out right now is because we have the ordinance to make it very painful to win.
[ + ] Spaceman84
[ - ] Spaceman84 -1 points 1.3 yearsDec 30, 2023 19:46:03 ago (+1/-2)
[ + ] Thatguy
[ - ] Thatguy [op] 1 point 1.3 yearsDec 31, 2023 00:27:54 ago (+1/-0)
[ + ] scholarandrogue
[ - ] scholarandrogue -1 points 1.3 yearsDec 30, 2023 18:38:30 ago (+0/-1)
Dunning-Kruger effect: a type of cognitive bias in which people believe they are smarter and more capable than they are.
hammites