MCGREGORS THEORY X AND THEORY Y PDF DOWNLOAD

MCGREGORS THEORY X AND THEORY Y PDF DOWNLOAD

MCGREGORS THEORY X AND THEORY Y PDF DOWNLOAD!

In theory X and theory Y of Motivation by McGregor, managerial assumptions in theory X are negative approach and in Theory-Y are positive about employees. In his book, The Human Side of Enterprise, McGregor proposed two theories by which managers perceive and address employee motivation. He referred to these opposing motivational methods as Theory X and Theory Y management. The concept of Theory X and Theory Y was developed by social psychologist Douglas McGregor. It describes two contrasting sets of assumptions that managers make about their people: Theory X – people dislike work, have little ambition, and are unwilling to take responsibility.


MCGREGORS THEORY X AND THEORY Y PDF DOWNLOAD

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MCGREGORS THEORY X AND THEORY Y PDF DOWNLOAD


McGregor Theory X and Theory Y

The managers adopt a more dictatorial style. Employees generally dislike responsibilities.

An average employee needs formal direction. Assumptions of Theory Y Employees can perceive their job as relaxing and normal. McGregor called this Theory Y. The approach that you take will have a significant impact on your ability to motivate your team members. So, it's important to understand how your perceptions of what motivates them can shape your management style.

Theory X and Theory Y

We'll now take a more in-depth look at the two different theories, and discover how and when they can be useful in the workplace. Theory X Theory X managers tend to take a pessimistic view of their people, and assume that they are naturally unmotivated and dislike work. As a result, they think that team members need to be prompted, rewarded or punished constantly to make sure that they complete mcgregors theory x and theory y tasks.

Work in organizations that are managed like this can be repetitive, and people are often motivated with a "carrot and stick" approach.

MCGREGORS THEORY X AND THEORY Y PDF DOWNLOAD

People will exercise self-direction and self-control if they are committed to the objectives. The average person can learn to accept, even seek, responsibility. The ability to make innovative decisions is widely dispersed throughout the population. Managers who accept theory-Y assumptions about nature of man do not attempt to structure, control or closely supervise the employees.

Theory X and Theory Y

Instead, these managers help their employees mature by subjecting them to progressively less external control and allowing them to assume more and more self-control. An organization with this mcgregors theory x and theory y of management encourages participation and values individuals' thoughts and goals.

However, because there is no optimal way for a manager to choose between adopting either Theory X or Theory Y, it is likely that a manager will need to adopt both approaches depending on the evolving circumstances and levels of internal and external locus of control throughout the workplace.

After reading you will understand the background and the practical basics of these leadership styles.

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  • Principle of theory Y

He referred to these two perceptions as Theory X and Theory Y. Theory X In Theory X, Douglas McGregor summarizes the traditional view of management in a number of characteristic assumptions in which autocratic leadership style, close supervision and the hierarchical principle are the key elements.

Theory X and Theory Y of Motivation by McGregor

Theory X starts from the assumption that people are naturally lazy, want to avoid work as much as possible, do not wish to take mcgregors theory x and theory y, have no ambition and prefer to be supervised.

The authoritarian leadership style is therefore the most appropriate leadership style in Theory X. According to this theory, pure work motivation consists of financial incentives.

People want to avoid work and they must be continually coerced and controlled. Therefore, the system of rewards and punishments works best for them.