File Name: douglas mcgregor x and y theory .zip
In , Douglas McGregor formulated Theory X and Theory Y suggesting two aspects of human behaviour at work, or in other words, two different views of individuals employees : one of which is negative, called as Theory X and the other is positive, so called as Theory Y. According to McGregor, the perception of managers on the nature of individuals is based on various assumptions. Thus, he encouraged cordial team relations, responsible and stimulating jobs, and participation of all in decision-making process. View All Articles. Similar Articles Under - Motivation.
Beyond Theory Y
You are using an ad blocker. ToolsHero is a free knowledge platform on management methods, models and more. Our core business model is advertisement which helps us to create this free platform for you! Please help us by disabling your ad blocker. After reading you will understand the background and the practical basics of these leadership styles. He referred to these two perceptions as Theory X and Theory Y.
The paper identifies major management approaches cited by McGregor as being examples of his Theory Y management principles. The paper traces the historical development of each of these approaches and their application today. This paper reviews McGregor's original article, then traces the historical development and application of McGregor's major concepts through the identification and review of relevant historical and contemporary literature. Major findings provide strong evidence that McGregor's Theory Y concepts and related management approaches have grown in application, are closely related to appreciative inquiry and social construction. There is also evidence that McGregor's concept of management may be universal and has application across national cultural boundaries. The findings indicate that McGregor's concepts have widespread acceptance and application today, and have been systematically and empirically related to organizational success and effectiveness.
During the past 30 years, managers have been bombarded with two competing approaches to the problems of human administration and organization. The first, usually called the classical school of organization, emphasizes the need for well-established lines of authority, clearly defined jobs, and authority equal to responsibility. The second, often called the participative approach, focuses on […]. The second, often called the participative approach, focuses on the desirability of involving organization members in decision making so that they will be more highly motivated. The classical organizational approach that McGregor associated with Theory X does work well in some situations, although, as McGregor himself pointed out, there are also some situations where it does not work effectively.
Beyond Theory Y
Theory X and Theory Y are theories of human work motivation and management. The two theories proposed by McGregor describe contrasting models of workforce motivation applied by managers in human resource management , organizational behavior , organizational communication and organizational development. Theory X explains the importance of heightened supervision, external rewards, and penalties, while Theory Y highlights the motivating role of job satisfaction and encourages workers to approach tasks without direct supervision. Management use of Theory X and Theory Y can affect employee motivation and productivity in different ways, and managers may choose to implement strategies from both theories into their practices. McGregor also believed that self-actualization was the highest level of reward for employees.
PDF | Douglas McGregor's landmark book, The Human Side of Enterprise, changed the path of management thinking and practice by.
Douglas Mcgregor Theory X Theory Y Pdf To Excel
In his book, The Human Side of Enterprise , McGregor proposed two theories by which managers perceive and address employee motivation. He referred to these opposing motivational methods as Theory X and Theory Y management. Essentially, Theory X assumes that the primary source of employee motivation is monetary, with security as a strong second.
Беккер позвонил одному из своих коллег: - Тебе что-нибудь известно об Агентстве национальной безопасности. Это был не первый его звонок, но ответ оставался неизменным: - Ты имеешь в виду Совет национальной безопасности. Беккер еще раз просмотрел сообщение.
A New Approach
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Нахмурившись, Беккер набрал второй номер. И на другом конце сразу же сняли трубку. - Buenas noches, Mujeres Espana.
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