Mcgregor theory x and y book
Theory X and Theory Y - Team Management Training from phuketcarrent.infoOr do you think that they see it as a burden, and simply work for the money? These assumptions about your team members can have a significant influence on how you manage them. In the s, social psychologist Douglas McGregor developed two contrasting theories that explained how managers' beliefs about what motivates their people can affect their management style. He labelled these Theory X and Theory Y. These theories continue to be important even today. This article and video will explore McGregor's theory further, and we'll look at how it applies in the workplace.
Theory X and Theory Y
He proposed 2 theories, X and Y. In this theory the role of the manager is to ensure that the employee has structured work and is sufficiently incentivised to continue with the work. McGregor pointed out that when one or all of those motivators the employee is no longer motivated to do anything. Like Liked by 1 person. You are commenting using your WordPress. You are commenting using your Google account. You are commenting using your Twitter account.
The original book, The Human Side of Enterprise, by Douglas McGregor, was McGregor outlined two basic approaches, Theory X and Theory Y. Theory X was .
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Hard or Soft Management
In his management book, The Human Side of Enterprise , Douglas McGregor made his mark on the history of organizational management and motivational psychology when he proposed the two theories by which managers perceive employee motivation. He referred to these opposing motivational methods as Theory X and Theory Y management. Essentially, Theory X assumes that the primary source of most employee motivation is monetary, with security as a strong second. Under Theory X, management approaches to motivation range from a hard approach to a soft approach. The hard approach to motivation relies on coercion, implicit threats, micromanagement, and tight controls— essentially an environment of command and control.