Douglas Mcgregor Theory X Theory Y Pdf File

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PowerPoint Presentation: His Theory Theory Y and Theory X are theories of human motivation that have been used for human resource management, organizational behaviour and organizational development. They describe two very different attitudes toward workforce motivation, and are based upon Maslow's u201chierarchy of needs u201d, in that he grouped the hierarchy into 'lower order' (Theory X) needs and 'higher order' (Theory Y) needs.

Douglas Mcgregor

He suggested that management could use either set of needs to motivate employees, but better results could be gained by the use of Theory Y, rather than Theory X. PowerPoint Presentation: Problems with Theory X Drawing on Maslow's Needs Hierarchy, McGregor argues that a need, once satisfied, no longer motivates. Under Motivation Theory X, the firm relies on money and benefits to satisfy employees’ lower needs (mentioned before ), and once those needs are satisfied the source of motivation is lost. This is why McGregor makes the point that a command and control environment is not effective because it relies on lower needs as levers of motivation, but in modern society those needs already are satisfied and thus no longer motivate. PowerPoint Presentation: Theory Y The role of management is to develop the potential in employees and help them to release that potential towards common goals: • Work is as natural as play and rest.

• People will exercise self-direction if they are committed to the objectives (they are NOT lazy). • Commitment to objectives is a function of the rewards a ssociated with their achievement. •People learn to accept and seek responsibility. •Creativity, ingenuity, and imagination are widely distributed among the population. People are capable of using these abilities to solve an Organizational problem. Download Game Dragon City Mod Untuk Android here. •People have potential.

PowerPoint Presentation: Business Implications of applying Theory Y •Decentralization and Delegation - If firms decentralize control and reducethe number of levels of management, managers will have more subordinatesand consequently will be forced to delegate some responsibility and decisionmaking to them. •Job Enlargement - Broadening the scope of an employee's job adds variety and opportunities to satisfy ego needs. •Participative Management - Consulting employees in the decision making process taps their creative capacity and provides them with some control over their work environment. •Performance Appraisals - Having the employee set objectives and participate in the process of evaluating how well they were met. PowerPoint Presentation: Conclusion Several business and economics professors and theologists sustain that McGregor was in some way misinterpreted.

DOUGLAS MCGREGOR'S THEORY X AND Y: TOWARD A. File type: PDF. 258 Theory X and Theory Y concept. Accordingly, we see. Theory X and Theory Y Type Leadership Behavior and its. Is limited, particularly regarding McGregor's seminal work with Theory X and Theory Y. In this study. Douglas McGregor! The impact of theory x, theory y and theory z on research performance: An. McGregor Theory X Theory Y.pptx. Explain the trait approach to leadership. Differentiate between Fred Fiedler’s Contingency Theory and Paul Hersey and Kenneth Blanchard’s.

They say that McGregor wrote his book (The Human Side of Enterprise”) with the objective of leading managers into investigating the two theories and into inventing new ones according to their situation or reality. Instead, his Theory Y was accepted as a new superior ethic- a set of moral values that ought to replace the values managers usually accept.

Nevertheless, there is no doubt that McGregor’s work has had a tremendously beneficial impact on the way managing is looked at today.