( Place security above other factors-to reiterate increased pay seemed to be the primary motivational factor in improving work and this was rarely and option, so security was a primary concern but responsibility was not sought. Most lacked the confidence to attempt to obtain higher levels of responsibility. Ultimately most simply followed the rules to ensure they would still have their job on the next pay period.
The X theory aspects served as an introduction to work for many people. Teaching them the boundaries of the work environment as well as work ethic they may not learn otherwise. This transitional type job is an essential one in any capitalistic society as it shows people why they should seek higher order actions and thoughts, while it allows a place for those who never recognize this.
Theory Y Setting
Conversely, I have worked in settings were skilled individuals were sought to perform higher order work and were successfully managed in the setting with a presumption of Y characteristics. At this center for creativity the workforce was made up mostly of educated professionals with many years of experience in the industry. To further develop creativity management found it necessary to apply Y factor principles to allow higher order treatment for higher order minded people. People productive and dedicated and fully accepted the responsibility of creativity.
( Take work naturally just like sex and play-most individuals in the workplace cooperatively explored their home and work life by sharing information but not conflict form home with those around them. They also made every effort to socialize with their workmates. Those who fit in to this environment were happy to arrive at work and happy to return home at the end of the day.
( Exercise self-direction and control if committed to objectives-as much of the work was self conceived or project group conceived, the input of self and others were a part of the creative process and therefore contributed to the individual buy in that drove tasks forward. When stagnation occurred it was often because of a lack of...
Theory Y Theory X Theory X / Theory Y Theory X / Theory Y reflects Douglas McGregor's suggestion in The Human Side of Enterprise that managers tend to fall into two categories, in terms of how they see human nature. Theory X managers take a 'carrot and stick' approach when motivating subordinates. They assume that workers are inherently resistant to labor and will do all they can to avoid doing work so
Theory X and Theory Y Select organizational leaders analysis activity current research. Critique leader Douglas MacGregor's Theory X Theory Y Identify proper category leader assessment. Include examples situations actions reflect type leader . Theory X versus Theory Y: Apple vs. Google According to Douglas McGregor' analysis of managerial personality styles, managers fall into two basic 'types,' that of Theory X or Theory Y Theory X managers tend to exert authority through a traditional
McGregor's Theory X and Y: Douglas McGregor developed Theory X and Theory Y as models in behavioral science approach after assessing the existing theories regarding people's behavior at when working. The theories, which have become significant concepts in understanding individuals' behaviors, describe two opposing opinions regarding human behavior at work. McGregor introduced these theories in mid-1940s and became one of the most famous behavioral theorists because of his significant contributions to
Theory X & Theory Y Douglas McGregor's Theory X Theory Y are a set of dichotomous views about human nature that guide management. Theory X holds that humans generally dislike work, are irresponsible and require close supervision to do their jobs; Theory Y holds that humans are generally industrious, creative and able to assume responsibility (eNotes, 2006). These theories are said to guide management styles, because they imply that the role
Theory X and Theory Y When working with people, regardless of the organization, one must be cognizant of the way individuals are motivated. Motivation, in fact, is one of the basic driving forces that allow individuals to work, change, and even actualize their internal and external goals. Much of the background on motivation is based on the work of Maslow, not only surrounding human needs, but the manner in which those
Mcgregor Theory X and Y Douglas McGregor came up with two contrasting theories in 1960 that he called Theory X and theory Y for lack of a more suitable title. These two theories have had a profound impact on management studies as they tend to focus on managerial approaches which are grounded in certain beliefs and attitude towards the employees. These two theories should not be confused as being the two extremes
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