Theory X and theory Y

Douglas McGregor, a social psychologist in the 1960’s, developed two theories for workplace employees (Theory X and Theory Y, 1996-2016). Theory X describes employees as unmotivated, irresponsible, they need to be controlled, and they dislike working. Theory Y describes employees as responsible, enthusiastic, motivated, and imaginative. As an employee, not in a Management position, I can say I appreciate a manager who follows the Theory Y description. Since I feel that way as an employee, I will strive

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. He stated that managers should assist subordinates in reaching their full potential, rather than commanding and controlling. Theory X is negative and Theory Y can

douglas mcgregor - theory x y Douglas McGregor 's XY Theory, managing an X Theory boss, and William Ouchi 's Theory Z Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise '. 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

Individual Assignment Theory X and Y are theories founded by Douglas McGregor, a professor from MIT Sloan School of Management, which are inscribed in his book, “The Human Side of Enterprise” in 1960. This essay will explain about the theories used in human resources, which according to McGregor are vital in the success of one’s company. Theory X is the theory who assume people to dislike work or just want to work if they received orders from superiors. While the theory Y assumes people love to

McGregor (1960) described two views on human motivation: Theory X and Y. Theory X, the more conventional one, holds the view that people are in themselves not intrinsically motivated to work and even attempt to avoid it, that people have no ambition, are resistant to change, are not particularly intelligent and that people only work for money and security. Management’s objective is to direct employees efforts, motivating them, controlling them and modifying their behavior to ensure that they behave

The rewards encourage employees to work harder and smart which helps the bottom line for employers. Theory Y management is a good choice under the conditions that rewards are not given for every little achievement. That means no giving rewards for a job that is supposed to be done, but rewards for put in the extra work it good. A democratic decision to

satisfaction from performing their duties well. Such employees are innately motivated (Douglas McGregor: Theory X and Theory Y, 2015). Other employees are never proud of their work. They simply work because they believe that they cannot survive without their jobs. Such employees are externally motivated (they require an outside force to compel them to perform their duties) (Theory X and Theory Y: Understanding Team Member Motivation, 2016). These ideas about employee behavior and much more have been

McGregor’s Theory X and Theory Y Introduction Human beings have been studied systematically and objectively for many years to determine if they are resistant to work or self-governing. In addition, managers who tend to utilize McGregor’s Theory X generally receive poor results from their employees. This report essay will address McGregor’s Theory X and Theory Y in contrasts to include how these theories benefit the criminal justice system. The sections that will be discussed are: Theory X, Theory Y,

Theory X and Theory Y, developed by Douglas McGregor, grew out of opposition towards classical management methods. Classical management theorists, such as Fredrick Taylor, focused on scientific training and efficiency and did not account for personal and behavioral issues, such as management styles or job satisfaction. McGregor saw these deficiencies in the classical school of management which lead him to develop a theory of management that would factor the importance of the individual worker. If

Douglas McGregor's Theory X and Theory Y Douglas McGregor in his 1960 management book he proposed the two motivational theories which is the theory x and theory y and that made his mark on history. This motivational theories help managers perceive employee motivation. Motivational Theory X A Theory X manager assumes the following: • Most do not to work and come up excuses • Most don’t have high aims with lots of responsibilities and needs someone to spoon fed them • Not all think out of the box