Unlike in Theory X, Douglas McGregor starts from the assumption in Theory Y that people have different needs. Theory Y assumes that people are inherently happy to work, they want to exert themselves and they are motivated to pursue objectives. There is no need for the system that involves rewards and punishments Théories X et Y de Mc Gregor Dernière mise à jour : Janvier 2010 Douglas Mc Gregor formula deux théories, issus d'observations empiriques, à l'intention des dirigeants. Il postule que la manière dont une organisation est dirigée résulte directement des convictions de ses dirigeants sur la nature humaine et le comportement des hommes .powtoon.com/ . Ma..
En examinant les représentations des chefs d'entreprise, Mac Gregor identifia deux sortes de styles de management, résultant directement des convictions de leurs dirigeants la théorie X : la plupart des êtres humains sont supposés paresseux. Ils n'aiment pas le travail mais y sont contraints Theory X and Theory Y Definition: The Theory X and Theory Y are the theories of motivation given by Douglas McGregor in 1960's. 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
Die vom amerikanischen MIT Professor Douglas McGregor entwickelte X-Y-Theorie beschreibt die Annahme von Führungspersönlichkeiten, dass es innerhalb ihrer Mitarbeiter nur zwei - sehr gegensätzliche - Persönlichkeiten gibt. Zum einen die Person X, die von Natur aus faul und unwillig ist Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the Massachusetts Institute of Technology (MIT) Sloan School of Management in the 1950s and developed further in the 1960s . Theory Y assumptions are positive; Employees can view work as being as natural as rest or play. People will exercise self-direction and self-control if they are committed to the objectives Introduction to McGregor's Theory 'X' and Theory 'Y': Douglas McGregor has developed two sets of assumptions about human behaviour; labelling these as Theory 'X' and Theory 'Y'. The idea behind using letters X and Y, perhaps seems to be using a neutral terminology, which does not convey any sense of badness or goodness associated with these theories. ADVERTISEMENTS. Based on the premises concerning human behaviour, Prof. Douglas McGregor put forward a theory of motivation, called as theory X and theory Y. Theory X is a conventional approach to motivation, based on negative assumptions
Theory X and Theory Y was an idea devised by Douglas McGregor (see article) in his 1960 book The Human Side of Enterprise.It encapsulated a fundamental distinction between management styles. DOUGLAS MCGREGOR: THEORY X AND THEORY Y. Thinker 026 » INTRODUCTION Douglas McGregor (1906-1964) followed a mostly academic career lecturing at Harvard University, Massachusetts Institute of Technology (MIT) and Antioch College, becoming the first Sloan Fellows Professor at MIT. Although, because of his early death, he wrote only a few publications, they have had a great impact. In 1993. Douglas McGregor wrote about Theory X and Theory Y In the late 1950s and early 1960s. McGregor's Theory X & Y describe divergent managerial beliefs about wha.. Understanding Theory X and Theory Y. Douglas McGregor work is established in motivation theory. Mr. McGregor postulated 2 theories on human management and leadership which are Theory X and Theory Y. Theory X advanced the view that human beings have an innate dislike for work. They can only be made to get results at work by the application of coercive methods and by direction. Theory X stresses.
McGregor considered Theory-X and Theory-Y as two perspectives of administration action. THEORY-X. The theory of Theory-X is based on the traditional approach to human behavior. This theory shows the autocratic leadership style of leadership based on that the workers must be persuaded and pushed for achieving performance. The assumptions that managers have in this theory are: ⦿ The people. . McGregor's 'X' and ‗ Y' theories are based on diametrically opposed assumptions of human nature. The latter theory holds that man is positive with potentiality to development. This has, implications for management. McGregor observes that if employees are lazy, indifferent, unwilling to take responsibility, stubborn, noncreative and no. Douglas McGregor influenced the study of motivation with his formulation of two contrasting sets of assumptions about human nature—designated Theory X and Theory Y. Theory X says people don't like to work and will avoid it if they can. Because people don't like to work, they must be controlled, directed, or threatened to get them to make an effort. Theory Y says that people want to be.
Theory X, Theory Y by Douglas McGregor is a motivation theory. Douglas McGregor is a social psychologist and applied two sets of assumptions to the organizational structure called Theory X and Theory Y. His theory is based on managerial views of human beings. In his book, The Human Side of Enterprise, he outlined a new role for managers Selon McGregor, les employés de Theory X doivent être contrôlés et contraints car ils ne sont motivés que par des récompenses financières. -> En raison des caractéristiques ci-dessus des employés, les gestionnaires doivent leur imposer des tâches pour effectuer le travail et les superviser de façon continue. Au 20e siècle, le style de gestion de Theory X a dominé de nombreuses. Douglas McGregor who set forth in his book Human Side of Enterprise two pairs of assumptions about human beings which he thought were implied by the actions of autocratic and permissive managers. The first set of assumptions is contained in Theory X and the second set of assumptions in Theory Y . The two theories are sets of propositions and beliefs about human nature. McGregor assigned certain traits to each theory. His work showed that thoughts and beliefs might influence behavior
Die Theorien X und Y sind Managementtheorien bzw. Führungsphilosophien, die zwei völlig unterschiedliche Menschenbilder repräsentieren. Douglas McGregor prägte die Theorie X erstmals 1960 während seiner Professur am MIT in seinem Buch The Human Side of Enterprise und sah in ihr eine implizite Grundlage der traditionellen hierarchischen Betriebsführung Douglas McGregor's Theory X and Theory Y have both their advantages and disadvantages, though many would prefer to call them their strengths and weaknesses. Advantages of theory X and Y The biggest advantage of using Theory X and Theory Y is that they are easy to understand Abstract What motivates you to do a great job when you go to work? Do you care about the goals of the organization that you work for, or do you focus more on getting a regular paycheck to bring home? Douglas McGregor studied these questions at th Introductıon Theory X and Theory Y are theories of human motivation created and developed by Douglas McGregor at the MIT Sloan School of Management in the 1960. They describe two contrasting models of workforce motivation. Theory X and Theory Y have to do with the perceptions managers hold on their employees, not the way they generally behave. It is attitude not attributes Douglas McGregor (1960, 1966) classified managers' attitudes or belief system, which he called assumptions, as Theory X and Y. Theory X and Theory Y describe two very different attitudes toward workforce motivation. Managers with Theory X attitudes hold that subordinates dislike work, avoid work if they can, and show little ambition
McGregor Teori X og Y er først og fremmest en teori om to forskellige syn på mennesket og hvilken indflydelse lederstilen har på medarbejderne. Teorien handler om, hvordan lederen opfatter sine medarbejdere. Der er således tale om to modsætningsfyldte teorier om lederstil og den menneskelige adfærd Biographical Sketch of Douglas McGregor Douglas McGregor (1906 - 1964) is one of the forefathers of contemporary management thinking. A social psychologist, he is most notably known for his Theory X and Theory Y from his 1960 book, The Human Side of Enterprise, which had a profound influence on the management field Challenges and Limitations of Theory X and Theory Y: McGregor's interpretations characterized his subjective explanation on the world around him. They were not the consequences of investigation or research. They have been applied to decision-making practices rather than to further the conclusions of research work McGregor's work was based on Maslow's Hierarchy of Needs, and he proposed that Theory X only filled lower-order needs, whereas Theory Y fulfilled higher-order needs. The problem with Theory X then is that, according to Maslow, once a lower order need is satisfied there is no longer a need. Employees working under a Theory X manager will work to fulfil their lower-order needs (money), and.
OUGLAS McGREGOR'S1,2THEORY X/Y is one of the most recognized and influ- ential 20th century management theories, fea- turedinmanagementandorganizationalbehavior textbooks, practitioner-oriented press, and pop- ular topical Web sites.3,4McGregor's theory appears ubiquitously in textbooks read by health care employees enrolled in management courses5,6and in industry-related periodicals and is often cited in academic journals.7, La théorie X. La théorie Y Principe des échelons Principe d'intégration Diriger et contrôler par l'exercice de l'autorité. La création de conditions telles que les membres de l'organisation puissent atteindre leurs propres buts avec le plus de succès en dirigeants leurs efforts vers la réussite de l'entreprise McGregor's theory X and Y is a salutary and simple remainder of the natural rules for managing people, which under the pressure of day-to-day business are all too easily forgotten. McGregor maintained that there two fundamental approaches to managing people. Many managers tend towards theory X, and generally get poor results. Enlightened teachers/managers use theory Y, which produces better. McGregor (2000) has pointed out that theory X management assumes that people generally are not responsible for work in contrast to theory Y assuming that people are invariably self-controlled. However, the theory X assumption is exaggeratedly negative while the theory Y assumption is overly optimistic. According to Bobic and Davis (2003), there is no evidence that systematically certifies the. Essay Instructions: I would like to compare Douglas McGregor's Theory X and Y sets of human behavior assumptions with detailed information relating to McGregor's research and the philosophy behind each set (X and Y).I also would like to compare and contrast the two theories and detail how Theory Y fits better into the Public Administration field. Please utilize at least six reference sources
Theory Z is a name for various theories of human motivation built on Douglas McGregor's Theory X and Theory Y. Theories X, Y and various versions of Z have been used in human resource management, organizational behavior, organizational communication and organizational development. McGregor's Theory X states that workers inherently dislike and avoid work and must be driven to it, in contrast to. Theorie X en theorie Y zijn twee mensbeelden over het functioneren van mensen in een organisatie in een theorie die door Douglas McGregor in 1960 werden beschreven in zijn boek The Human Side of Enterprise.In deze theorie koppelt hij typische opvattingen over veronderstelde kenmerken van medewerkers aan de wijze waarop ze gemotiveerd moeten worden
Theory X and Theory Y were proposed by management theorist Douglas McGregor. Both theories rest on the assumption that management is required to coordinate all aspects of the value delivery process to be productive. As part of this theory, managers must be able to motivate employees. Importantly, different types of employees are motivated by different sorts of rewards. The approaches to. McGregor himself felt that Theory X had less validity than Theory Y. An employee whose physical or material needs have been met will still have higher-level needs that will not be fulfilled. The present study explored the possibility that McGregor's (1960) Theory X/Y assumptions serve as cognitive determinants of superior communicator style, a multidimensional set of style variables. 'Douglas McGregor's Theory X and Y: toward a construct-valid measure', Journal of Managerial Issues, 20(2) Summer, pp. 255-271, retrieved ABI Inform database. Russ, T. L. (2011). Theory X/Y Assumptions as Predictors of Managers' Propensity for Participative Decision Making. Management Decision Volume, 49(5). Not sure if you can write a paper on Douglas McGregor's Theory X and Y by. Theory X and Theory Y was an idea devised by Douglas McGregor (see article) in his 1960 book The Human Side of Enterprise. It encapsulated a fundamental distinction between management styles and has formed the basis for much subsequent writing on the subject. Get our daily newsletter. Gauge the intrinsic motivation of your employees to determine whether McGregor's Theory X or Theory Y is.
McGregor a développé Theory X et Theory Y, à côté de personnages comme Abraham Maslow. Ensemble, ils ont ouvert une nouvelle voie visionnaire à l'administration des affaires et ont progressé vers l'humanisation de ceux qui construisent le monde actuel avec leur main-d'œuvre. Index. 1 Biographie; 2 Detroit, la ville qui l'a façonnée. 2.1 Performance dans les espaces académiques. X—Y理论（Theory X-Theory Y）主要是对人性的根本性理解。一个是性本恶——X理论，一个是性本善——Y理论。对X理论和Y理论的概括，是道斯·麦格里格（Douglas McGregor）在学术上最重要的贡献。面对纷繁芜杂的管理界，麦格里格一针见血地指出，每个管理决策和管理措施的背后，都有一种人性假设. ทฤษฎี y. ทฤษฎี y คือ ด้านตรงข้ามของทฤษฎี x มองมนุษย์ในแง่ดี โดยทฤษฎี y จะมองว่าคนทั่วไปมีความขยันและอยากทำงานอยู่แล้ว อยากทำงานให้สำเร็จ อีก.
McGregor's Theory X/Y (1957; 1960/1985; 1966; 1967), one of the most famous theories of motivation and leadership, has had a profound effect on managerial thinking over the past fifty years. Yet. Noté /5. Retrouvez The Human Side of Enterprise by Douglas McGregor (1960-07-30) et des millions de livres en stock sur Amazon.fr. Achetez neuf ou d'occasio
Theory of X and Y is a theory on human work and motivation developed by Douglas McGregor. He explained this concept in his book The Human side of Enterprise. Theory X and Theory Y are two contrasting models of how your work force can be motivated Douglas McGregor, one of Maslow 's students, influenced the study of motivation with his formulation of two contrasting sets of assumptions about human nature— Theory X and Theory Y. The Theory X management style is based on a pessimistic view of human nature and assumes the following McGregor's Theory X and Y This is an example of a content theory of motivation. McGregor presented two opposite sets of assumptions made by managers about their staff. These assumptions, which he called Theory X and Theory Y, are implicit in most approaches to supervision McGregor's Theory X and Theory Y are theories about human behavior and motivation in the organization that was published in 1960 by Douglas McGregor. This theory divides workers and managers in the organization in two typical groups according to how managers lead their subordinates and respectively how subordinates behave McGregor felt that Theory X led to adversarial relationships between managers and workers, resulting in poorer performance and an unhealthy environment. His Theory Y saw employees as wishing to be challenged and fulfilled if properly empowered and engaged. The book has become a staple of management literature
McGregor's Theory X Theory Y Back in 1960, a gentleman by the name of Douglas McGregor published a book known as The Human Side of Enterprise. In his book he shared some in-depth analysis of the way human beings behave in the workplace. He developed two distinct models: Theory X and Theory Y Prof. Douglas McGregor has proposed two opposite sets of theories about individuals at work. They are known as McGregor's Theory X and Theory Y. McGregor's ideas suggest that there are two fundamental approaches to managing people. In this post, we are going to see what are the assumptions made in McGregor's Theory X In the 1960s Douglas McGregor a social psychologist of MIT developed two well known contrasting theories on human motivation and management theory X and theory Y. McGregor promoted Theory Y as the basis of good management approach, and this break new ground for argument that employees of an organization are not merely cogs in the machinery of the organization, as X-Type organizations seemed to believe
Douglas McGregor taught psychology and industrial management at MIT and was president of Antioch College from 1948 to 1954. In 1960 he published The Human Side of Management, in which he introduced the concept of Theory X and Theory Y styles of management. 33. Theory X was McGregor's name for the style of management most in use at the time. McGregor argued that Theory Y controlling does not indicate a soft approach. Identifying that some people may not have gotten the level of development assumed by Theory Y, McGregor submits that those employees may require a structure of harder controls that a manager can ease as each employee progresses McGregor Theory of leadership: Theory X & Theory Y. Introduction. It can be observed that in 1960 McGregor introduced two roles of individual behavior with the help of Theory Y and Theory X. According to him theory X is negative and theory Y is positive. These two theories help the managers of the organizations to see the perception of the employees on the basis of various assumptions (Adair. McGregor's X-Y theory is a natural rule for managing people. McGregor's ideas suggest that there are two fundamental approaches to managing people. Theory X management style generally get poor results compare with managers use theory Y, which produces bette Theory X and Theory Y In his 1960 book, The Human Side of Enterprise, Douglas McGregor proposed two theories by which to view employee motivation. He avoided descriptive labels and simply called the theories Theory X and Theory Y
The present study explored the possibility that McGregor's (1960) Theory X/Y assumptions serve as cognitive determinants of superior communicator style, a multidimensional set of style variables that can have considerable effects on subordinate well-being and organizational viability Many years ago a professor named Douglas McGregor dubbed these perspectives Theory X and Theory Y. Theory X assumes that people dislike work and will avoid doing anything they don't have to do Theory X and Theory Y Motivation is a huge part of success in life. No matter what it is that you are doing, you have to have the proper motivation if you are going to succeed in the end. This applies to individual pursuits in your life, and it certainly applies to business McGregor created Theory X and Theory Y of human work motivation and explained two styles of management known as authoritarian (Theory X) and participative (Theory Y). Theory X management assumes most people will attempt to avoid work whereas Theory Y managers trust their people to take ownership of their work. About McGregor: Douglas Murray McGregor (1906 - 1 October 1964) was a Management.
In his theory about management attitudes at two opposite poles (McGregor's Theory X and Theory Y), he never intended to indicate that X was 'bad' and Y 'good', nor that any leader should find a spot between the two and set up camp. However, commentators and practitioners have often misinterpreted his ideas to assume exactly that. Let's put the record straight. Putting things into. McGregor's Theory X and Y Essay 1213 Words | 5 Pages. prosperity. Therefore, the management theory is constantly developing. In 20th century, there were several management theories proposed such as scientific management, administrative management, behavioural management, etc. as increasingly aware of human are crucial element of the organisation and vital in influencing overall.
McGregor's Theory X and Theory Y Theory = A set of assumptions Theory X: A set of assumptions managers have about human nature believing that people: 1. dislike work; 2. are not motivated to do a good job; 3. are motivated only by financial incentives; 4. dislike responsibility; 5. prefer to be directed; 6. need to be closely monitored Thus, McGregor's theory X and Y are directly related to Maslow's pyramid, which viewed human motivation as the main engine of evolution in the workplace. If the first concept represents a force method of solution, the second one tries to create harmonious ties between leaders and collaborators through respect and encouragement. Faith in the faithfulness of the theory X often drives its.
Social psychologist McGregor's Theory-X and Theory-Yof MIT expounded two contrasting theories on human motivation and management in the 1960s: The X Theory and the Y Theory. McGregor promoted Theory Y as the basis of good management practice, pioneering the argument that workers are not merely cogs in the company machinery, as Theory X-Type organizations seemed to believe 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. 5/15/2017 · The major distinct disadvantage of Theory X and Theory Y is that they are put forward as. In-text: (douglas mcgregor's motivational theory x theory y, 2015) Your Bibliography: Businessballs.com. 2015. Douglas Mcgregor's Motivational Theory X Theory Y