Douglas mcgregor theory x and y ppt. 6. Theory X & blog.sigma-systems.com 2022-12-08
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Douglas McGregor's Theory X and Theory Y are two opposing models of employee motivation and management. Theory X assumes that employees are inherently lazy and resistant to change, and must be closely monitored and controlled in order to be productive. Theory Y, on the other hand, assumes that employees are naturally motivated and capable of self-direction, and can be trusted to work independently with minimal supervision.
Theory X was popular in the early 20th century, when industrialization was in full swing and many managers saw their employees as little more than cogs in a machine. This approach to management was characterized by close supervision, strict rules, and a lack of trust in employees.
Theory Y, on the other hand, was developed in response to the changing nature of work in the post-industrial era. It emphasizes the importance of employee autonomy, creativity, and personal development in the workplace. This approach to management is based on the belief that employees are more productive and motivated when they are given the freedom to work independently and contribute their own ideas.
Both Theory X and Theory Y have their own strengths and weaknesses, and the best approach to employee motivation and management will depend on the specific needs and goals of an organization. However, research has shown that Theory Y approaches tend to be more effective in the long run, as they foster a sense of ownership and commitment among employees.
In order to apply McGregor's theories effectively, managers must be aware of their own assumptions about employee motivation and be willing to adapt their approaches as needed. They should also be open to feedback from employees and be willing to make changes based on their insights and ideas. Ultimately, the key to effective management is to find a balance between control and autonomy, and to create a work environment that is supportive, challenging, and rewarding for all employees.
6. Theory X & blog.sigma-systems.com
Human relations is criticized for. Required information was acquired using a standard questionnaire designed by Burton 1990 during May, 2011. In terms of the role of the manager, human relations manager is controller which include responsibility for maintenance of the human system meanwhile the managers of behavioral approach are developer and facilitator of the performance of the socio-technical system. According to Theory X and Theory Y, human behavior and motivation is the main priority in the working place to maximize output. Objective of this study is to find the type of people in NHEU. Theory Y on the other hand posits that human being are active rather than passive shaper of themselves and their environment. Probably, when a need for an individual is satisfied, then another rise, soon it becomes a cycle and makes the individual to get motivated for the work in order to achieve such satisfaction.
As per various comments on the assumptions of both theories, Theory Y seems a little bit tough to be given a practical shape as it requires the employees to be satisfied and motivated enough. Findings suggest that a majority of fashion and graphic design students expect their courses to provide skills and knowledge development for future employment within related professions and that improving on-course dialogue between HE and the professions would help with the development of transferrable skills for employability. Secondly, both emphasize on the clarity of communication. He claimed that two competing theories of Human Nature dominated the managerial thought world over. . More than 71 % of academic staff have indicated slightly disagree and strongly disagree.
Abstract National Higher Education Universities NHEU play a vital role in high quality market oriented and knowledge based society in Sri Lanka. Human relations study only psychological needs of people, supervision styles, working conditions, interpersonal relations and communication whereas behavioral cover in-depth on these areas according to organizational and managerial aspects. Next difference is on conflict and problem solving, conflict, competition and disagreement are to be avoided or should always be resolved in human relations. The last core reason for behavioral approach is an improvement over human relations is the nature of approaches. Both theories cover distinct roles and assumptions that are defined below.
Douglas McGregors Theory X and Theory Y of Motivation
Firstly is the focus of study. This report includes a range of best practice models for quality on-course and placement learning to develop key employability skills. The fifth difference is satisfaction and productivity, employee satisfaction of human relations is achieved through economic and other incentives which will lead to higher productivity whereas in order to generate higher productivity in behavioral, the employee satisfaction is a matter of a set of factors including fulfillment of social and self-actualization needs as well as high morale and participative management. The result confirms that academic staff are more towards on Theory Y. Theory X and Theory Y , introduced in the book and are known for management and human motivation. To conclude this paper, commonalities and differences between human relations and behavioral will be presented.
Main difference between human relations and behavioral approaches is that behavioral management theory is an improvement over the human relations thinking. There are two theories, i. Key words: National Higher Education, University. There are four major commonalities between human relations and behavioral management theories zeepedia. Lastly, both look at the behavior of people in the group and individual behavior. More than 72 % of academic staff except internal motivation and acceptance of responsibility have indicated slightly agree and strongly agree. In contrast, conflict is not always bad in behavioral as it may be constructive too; it is inevitable and may not always be resolved.
(PPT) An overview of a theoretical reflections on Douglas McGregor's Theory X and Theory Y
Therefore, the present study was initiated to find the attitude of people in NHEU using 99 academics from hierarchically selected two Universities in Eastern Province EP namely, Eastern University EU and South Eastern University SEU. It was found that cumulative total score for Theory X is 1799 falling in slightly disagree scale. He avoided descriptive label and simply called the theories — Theory X and Theory Y. Secondly, 2 0 1 F human relations assumptions are too general, unverifiable about human nature h olding " social man " view whereas behavioral understood the factual nature of individuals and their behavior-holding " self-actualizing " model. However, many studies have not been reported in Sri Lanka. Further, details of two distinct theories, i.
Cumulative total score for Theory Y is 3865. People will apply self-control and self-direction in the pursuit of organizational objectives, without external control or the threat of punishment. Another difference is on human essentials. Firstly, both focus on motivation of people. The management has always been a critical sector of the organization and viewing employee motivation is really a tough job, but the innovative theories made it very easy to analyze and explore for significant solutions to raise employee motivation. This confirms that academic staff are less towards on Theory X. Therefore, the managerial approach under theory X emphasizes total control.
Theory Y highlights the work satisfaction of employees and gives authority to the employees to creatively approach the tasks. McGregor named this theories after letters of the alphabet in order to avoid prejudicing the discussion in favour of one or the other, and he further insisted that both theories have value in the appropriate contexts. Human relations believed people only have social needs but behavioral stated individuals as different from one another and dynamic with respect to their needs and attitudes; emphasize both social and psychological needs. According to McGregor, both theories have quite different roles, where McGregors Theory Y might seem hard to be put into action across large operations, yet it can be proved to be efficient and effective in the management sectors. These thoughts offer several standpoints. At some point, theory Y shows the passion and interest of employees at work. They long to grow and assume responsibility.
Fashion and graphic design are commonly associated with gaining employment through prior work experience that is often unpaid, extra-curricula or post-graduation, which provides significant barriers to these professions for students from WP backgrounds. Theory X postulates that the average human being is lazy and self-centered, lacks ambition, dislikes change and longs to be told what to do. The theories concentrate on two various models of potential motivation that are implemented by the managers across human resources management, organizational communication, organizational development and organizational behavior. Looking at the brief history of management, various schools and theories of management have emerged, some broad and some narrow in scope while some are specialized. There are 8 core reasons for this statement. A relativist and constructivist thematic approach was selected whereby reflective experiences were examined to investigate and construct meanings to better understand on-course and work placement experiences, supporting a grounded theory approach.
The above assumptions are the results of social science research and determine such ability that an individual possesses, which should pointed-out by the organization with the aim to become extra effective. Besides, the individual will work with their own interests as the individual is focused on the goals of the organization. Next, they emphasize on the interpersonal relationship on how people relate with each other. . . . .
