Mcgregor theory x and y book
Reading: Douglas McGregor’s Theory X and Theory Y | Introduction to BusinessHe proposed 2 theories, X and Y. In this theory the role of the manager is to ensure that the employee has structured work and is sufficiently incentivised to continue with the work. McGregor pointed out that when one or all of those motivators the employee is no longer motivated to do anything. Like Liked by 1 person. You are commenting using your WordPress.
Theory X & Theory Y
Beyond Theory Y
In his management book, The Human Side of Enterprise , Douglas McGregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive 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 most employee motivation is monetary, with security as a strong second. Under Theory X, management approaches to motivation range from a hard approach to a soft approach. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls— essentially an environment of command and control. The soft approach, however, is to be permissive and seek harmony in the hopes that, in return, employees will cooperate when asked. However, neither of these extremes is optimal.
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. At the same time, the approach based on Theory Y, while it has produced good results in some situations, does not always do so.
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The Study Design
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.
McGregor, Douglas McGregor sees Theory Y as the preferable model and management method , however he felt it was difficult to use in large-scale operations. More management models. Hard or Soft Management. Humans inherently dislike working and will try to avoid it if they can.