Swift at it again

It should be real lol

 

Oh don't be so darn critical of that driver. At least he had 50% of his rear doors closed....

 

Hey I admit. I'm as much to blame as anyone for helping a lot of these guys. I would say clowns, but many are just ignorant, and that is the correct word.

I need just a dime for everyone that I've shown how to balance their loads, and how the holes in the tandems each equal 250 ( most common now ) or 500 pounds.

The phrase " slide tandems toward the problem " must not be used now a days during their training.

I think a huge failure in the training process is that many of the trainers can hardly ne qualified drivers themselves, and a large portion of students just need more time with a trainer / mentor. Not to mention the large portion of students that simply should not be driving a truck period. It doesn't mean that they are POS human beings because they do not have the over all skill / mind set to be a truck driver, just that they would better serve themselves and the rest of the world in a different field.

And the mega's selling them on the pipe dream of " You can do it ", are the real problem

 

I am of the opinion some people can handle this job, and some people can't, and no amount of training is going to help some, if not the majority of these people.

With the ridiculous training and nanny mentality, the mega's mode of operation only retains the most brain dead of drivers. Those with the mental power to do the job with out hand holding in the first place, and the self-esteem to not take the abuse, move on the greener pastures. It is a reverse darwinism at all the megas; only the week minded can take the BS and they only last as long as their stupidly allows them to.

 

https://en.m.wikipedia.org/wiki/Peter_principle

 

Years ago, I had an old bud that signed on for school with SWIFT. Now this guy had serious eye problems. He was cross-eyed, and had no depth perception. I tried to warn him. But his mind was made up.
OK, you're a big boy, take care of yourself.
They actually passed him through the school, then he was, I'm not exactly sure how to put this, he wasn't actually fired. But they made known to him the fact that he would never, ever be issued a truck. Or even put out with a trainer. So he quit. Not much else he could do.
But he still owed a ridiculous amount for his "school." I've lost track of him over the years, and have no idea if he paid that fee, or told them to go pound sand.

 

https://en.m.wikipedia.org/wiki/Peter_principle
Peter principle
Book
This article is about the management concept. For the software concept, see software Peter principle. For the British television series, see The Peter Principle (TV series).


An illustration visualizing the Peter principle

The Peter principle is a concept in management theory formulated by Laurence J. Peter and published in 1969. It states that the selection of a candidate for a position is based on the candidate's performance in their current role, rather than on abilities relevant to the intended role. Thus, employees only stop being promoted once they can no longer perform effectively, and "managers rise to the level of their incompetence."

Contents

Overview Edit
The Peter principle is a special case of a ubiquitous observation: Anything that works will be used in progressively more challenging applications until it fails. This is the "generalized Peter principle". There is much temptation to use what has worked before, even when this might not be appropriate for the current situation. Peter observed this about humans.[1]

In an organizational structure, assessing an employee's potential for a promotion is often based on their performance in the current job. This eventually results in their being promoted to their highest level of competence and potentially then to a role in which they are not competent, referred to as their "level of incompetence". The employee has no chance of further promotion, thus reaching their career's ceiling in an organization.

Peter suggests that "In time, every post tends to be occupied by an employee who is incompetent to carry out its duties"[2] and [the corollary] that "work is accomplished by those employees who have not yet reached their level of incompetence." He coined the term hierarchiology as the social science concerned with the basic principles of hierarchically organized systems in the human society.

He noted that their incompetence may be because the required skills are different, but not more difficult. For example, an excellent engineer may be a poor manager because they might not have the interpersonal skills necessary to lead a team.

Rather than seeking to promote a talented "super-competent" junior employee, Peter suggested that an incompetent manager may set them up to fail or dismiss them because they are likely to "violate the first commandment of hierarchical life with incompetent leadership: the hierarchy must be preserved".[citation needed]

Research Edit
Alessandro Pluchino, Andrea Rapisarda, and Cesare Garofalo used an agent-based modelling approach to simulate the promotion of employees in a system where the Peter principle is assumed to be true. They found that the best way to improve efficiency in an enterprise is to promote people randomly, or to shortlist the best and the worst performer in a given group, from which the person to be promoted is then selected randomly.[3] For this work, they won the 2010 edition of the parody Ig Nobel Prize in management science.[4]

Comparable texts Edit
José Ortega y Gasset suggested that: "All public employees should be demoted to their immediately lower level, as they have been promoted until turning incompetent".[5] Ortega died in 1955, about 14 years before Peter published The Peter Principle.

See also Edit

• Dilbert principle
• Dunning–Kruger effect
• Founder's syndrome
• List of eponymous laws
• Negative selection (politics)
• Office Space
• Parkinson's law
• The Peter Principle (TV series)
• Putt's Law and the Successful Technocrat
• Software Peter principle
• Systemantics

References Edit

1. ^ Heylighen, F. (November 30, 1993). "The Generalized 'Peter Principle'". Principia Cybernetica Web. Retrieved April 11, 2014.
2. ^ Peter, Laurence J.; Hull, Raymond (1969). The Peter Principle: Why Things Always Go Wrong. New York: William Morrow and Company. p. 8. ISBN 0-688-27544-3. OCLC 1038496.
3. ^ Pluchino, Alessandro; Rapisarda, Andrea; Garofalo, Cesare (2009). "The Peter Principle Revisited: A Computational Study". Physica A. 389 (3): 467–472. arXiv:0907.0455. Bibcode:2010PhyA..389..467P. doi:10.1016/j.physa.2009.09.045.
4. ^ "The 2010 Ig Nobel Prize Winners" (PDF). Annals of Improbable Research. 16 (6): 10–13. 2010.
5. ^ "En el umbral de la incompetencia". La Opinión (in Spanish). Retrieved November 30, 2013.

Bibliography Edit

• Lazear, Edward P (October 12, 2000). "The Peter Principle: Promotions and Declining Productivity" (PDF). Hoover Institution and Graduate School of Business, Stanford University.

 

I am gathering their trainer never warned them about stopping on dirt. Much less parking

LOL