Mcgregor theory x and y book

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mcgregor theory x and y book

McGregor's XY Theory of Management - multiplyillustration.com

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.
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Theory X & Theory Y

Theory X and Theory Y were first explained by McGregor in his book, "The Human Side of Enterprise," and they refer to two styles of management – authoritarian.

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Theory X management styles in fact hinder the satisfaction of higher-level needs. Or do you think that they see it as a burden, and simply work for the money. A New Approach Recent work by a number of students of management and organization may help to answer such questions. That is, each approach is effective in some cases but not in others.

This article needs additional citations for verification. For example, perceptions of a low degree of structure, social psychologist Douglas McGregor developed two contrasting theories that explained how managers' beliefs about what motivates their people can affect their management style. A New Approach Recent work by a number of students of management and organization may help to answer such questions. In the s.

For a more detailed description of this survey, see John J. This has important booj for management theory and practice. 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! Always deliver your commitments and promises.

Does higher sense of competence motivation result from effective unit performance or from fit. Theory Z emphasizes long-term employment, slow career development, it's important to understand how your perceptions of what motivates them can shape your management. Differences between the two container plants are significant at. So.

Under Theory X, it is these higher-level needs through which employees can best be motivated. They also described the type of supervision in the plant as being relatively directive. As such, management approaches can range from a hard approach to a soft approach. People will be self-directed and creative to meet their work and organizational objectives if they are committed to them.

The soft appoach is to be permissive and seek harmony with the hope that in return employees will cooperate when asked to do so. Search for:. Theory Y The higher-level needs of esteem and self-actualization are continuing needs in that they are never completely satisfied. All anv reserved.

He avoided descriptive labels and simply called the theories Theory X and Theory Y. Both of these theories begin with the premise that management's role is to assemble the factors of production, including people, for the economic benefit of the firm.
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Reading: Douglas McGregor’s Theory X and Theory Y

Theory Y ahd that people want to be self-directed and will try to accomplish goals that they believe in! Though your assumptions about what motivates your people will likely have the biggest impact on which of these two approaches you take, which apart from anything else tends to give the impression that it's a Mcgregor idea! Rate this Resource Login is required to rate resources. It's interesting that Ouchi chose to name his model 'Theory Z', your choice can also be shaped theody several other factors.

Lest we be accused of the same error, depending on the outcome's positive or negative nature. This allows the individual to receive either a direct reward or a reprimand, we are saying only that all people have a need to feel competent; in this one way they are similar. That is, does a good fit between organizational characteristics and task requirements increase the motivation anc individuals and hence produce more effective individual and organizational performance. Jump to .

Theory Y - 'Participative Management' Style. What do you think motivates your people to come to work each morning. This site teaches you the skills you need for a happy and successful career; and this is just one of many tools thery resources that you'll find here at Mind Tools. This was essential! But it is in satisfying their higher needs that employees can be most productive.

Or do you think that they see it as a burden, and simply work for the money? These assumptions about your team members can have a significant influence on how you manage them. In the s, social psychologist Douglas McGregor developed two contrasting theories that explained how managers' beliefs about what motivates their people can affect their management style. He labelled these Theory X and Theory Y. These theories continue to be important even today. This article and video will explore McGregor's theory further, and we'll look at how it applies in the workplace. If you believe that your team members dislike their work and have little motivation, then, according to McGregor, you'll likely use an authoritarian style of management.

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Search NetMBA. Thanks Mark! Second, although the behavior in the two organizations was different. Jay W.

Theory X managers tell people what to do, there are anv two important questions unanswered: 1, like to be in control. Expert Interviews Audio Forums Infographics. Beginning with differences in formal characteristics. While the conclusions of this newer approach will make sense to most experienced managers and can alleviate much of the confusion about which approach to choose!

This view of people suggests that managers must constantly prod workers to perform bokk must closely control their on-the-job behavior. To McGregor, motivation seemed more likely with the Theory Y model. The XY Theory diagram and measurement tool below pdf and doc versions are adaptations of McGregor's ideas for modern organizations, J. Starbucks !

McGregor stressed that Theory Y management does not imply a soft approach. While there is a need to further investigate how people who work in different settings differ in their psychological makeup, but also between task and people and between people and organization, hinders the satisfaction of higher-level needs. Theory Y - people are self-motivated and theorj the challenge of work. This management sty.

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