File Name: mcgregor x and y theory of motivation .zip
- Douglas McGregor part 1
- McGregor's legacy: the evolution and current application of Theory Y management
- Managerial Belief Systems: Douglas McGregor’s Theory X vs Theory Y
- Theory X and Theory Y
These theories are based on the premise that management has to assemble all the factors of production, including human beings, to get the work done. McGregor believed that management can use either of the needs to motivate his employees, as grouped under theory X and theory Y. But however, the theory Y yields better results than the theory X, how?
Work is changing. And the approach to and requirements of leadership are changing with it. The modern manager knows how to distribute responsibility, instill trust in their employees, and motivate team members to deliver their best work and ideas.
Douglas McGregor part 1
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. Theory X is based on assumptions regarding the typical worker.
Theory X and Theory Y are still referred to commonly in the field of management and motivation, and whilst more recent studies have questioned the rigidity of the model, Mcgregor's X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregor's XY Theory remains central to organisational development, and to improving organisational culture. McGregor's X-Y theory is a salutary and simple reminder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. Perhaps the most noticeable aspects of McGregor's XY Theory - and the easiest to illustrate - are found in the behaviours of autocratic managers and organisations which use autocratic management styles. Typically characteristics for an X-Theory manager are most or all of these:. Working for an X theory boss isn't easy - some extreme X-Theory managers make extremely unpleasant managers, but there are ways of managing these people upwards. Avoiding confrontation unless you are genuinely being bullied, which is a different matter and delivering results are key tactics.
McGregor's legacy: the evolution and current application of Theory Y management
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. To Know more, click on About Us. The use of this material is free for learning and education purpose.
Managerial Belief Systems: Douglas McGregor’s Theory X vs Theory Y
Theory X and Theory Y
It has been used in human resource management, organizational behaviour, and organizational development. They describe two very different attitudes toward workforce motivation. McGregor felt that companies followed either one or the other approach. He was president of Antioch College from to They are two opposing perceptions about how people view human behaviour at work and organizational life. In this theory management assumes employees are inherently lazy and will avoid work if they can.
PDF | Leadership style and organizational performance have been researched extensively. on the impact on organizational performance of Theory X and Theory Y market, traditional and motivational leadership style clashes, and McGregor's seminal work with Theory X and Theory Y. In this study.
A thought comparison
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.