Dave’s Whiteboard » Blog Archive » When you need incompetence...

Information

• Don’t let people know how well they’re performing.
• Give people misleading information about how well they’re performing.
• Hide from people what’s expected of them.
• Give people little or no guidance about how to perform well.

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Creating Incompetence (individual level)

Knowledge

• Leave training to chance.
• Put training in the hands of supervisors who are not trained instructors.
• Make training unnecessarily difficult.
• Make training irrelevant to the students’ purposes.

Capacity

• Schedule performance for times when people are not at their sharpest.
• Select people for tasks they have intrinsic difficulties in performing.
• Do not provide response aids (e.g., magnification of difficult visual stimuli).

Motives

• Design the job so it has no future.
• Avoid arranging working conditions that employees would find pleasant.
• Give pep talks rather than incentives to promote performance in punishing situations.

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