Breaking the Phalanx was rare in that an active duty military author was challenging the status quo with detailed reform proposals for the reorganization of U. On the other hand, if you believe that your people take pride in their work and see it as a , then you'll more likely adopt a participative management style. Though your assumptions about what motivates your people will likely have the biggest impact on which of these two approaches you take, your choice can also be shaped by several other factors. The staff function in human relations. McGregor theorizes that management views an employee s motivation toward work in two distinct ways Theory X and Theory Y.
Just before he died suddenly because of a heart attack , he wrote articles about the new. Tampoco se observa que cada individuo tiene sus propios objetivos que a menudo no se han visto reflejados con los de la empresa. Theory Y therefore offers a more successful and more positive approach to employee motivation than Theory X. What do you think motivates your people to come to work each morning? Furthermore, McGregor points out that management should not expect to see significant changes when first initiating his theory. El desempeño y productividad de los empleados siempre fue algo a tener en cuenta para los directivos, empleándose diferentes estrategias y siendo la mayoritaria el uso del control, la sanción y la coacción para fomentar la productividad, y el dinero como recompensa.
Although both styles of management can motivate people, the success of each will largely depend on your team's and your organizational objectives. McGregor called this Theory X. . He labelled these Theory X and Theory Y. McGregor called this Theory Y. Journal of Consulting Psychology, 8 2 , 55.
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 managers believe the following: 1 The average worker naturally does not like work and will avoid it whenever possible. The Journal of Abnormal and Social Psychology, 33 2 , 179. Therefore, McGregor says that management should try to develop a relationship based on two-way trust between management and employees. Warning Your assumptions and how you assess your people's needs and wants will likely be the biggest influencers on your management style. Definition and Assumptions of Theory X Theory X is based on a pessimistic view of employee motivation and behavior.
La teoría formal de la administración ha influido en la conducta administrativa durante mucho tiempo. Change is slow to come, but in the long-run companies will see improvements in employee motivation towards their work. Se le considera poco informado, incapaz de gestionar los cambios y conflictos y poco ambiciosos. McGregor did not publish much; but what he did publish had a great impact. The study of work motivation in the 20th Century.
Theory X managers believe the following: 1 The average worker naturally does not like work and will avoid it whenever possible. Por ejemplo, está el hecho de que los directivos deberían cambiar de modo de pensar y reorganizar tanto su estructura organizativa como su funcionamiento, cosa a la que van a tender a resistirse. También se valora que el compromiso es mayor cuando se observa un reconocimiento de sus logros, y que aplicar las capacidades de los trabajadores puede generar soluciones a problemas organizativos imprevistos o para los que la dirección no tiene una solución válida. McGregor asserted that it was the assumptions of managers that determined their effectiveness, rather than the characteristics of the managers themselves. McGregor died in 1964 at the young age of 58.
The goal of Theory Y is to provide employees ways to attain the higher levels of Maslow s Hierarchy of Needs esteem ego and self-actualization -fulfillment so that the establishment may prosper. A flat business structure allows for the employees to be involved in the decision making process of the business, therefore raising their responsibilities. Theory X assumes that employees dislike work, are not ambitious, want to avoid responsibility, dislike change, and are self-centered. Theory Y Theory Y managers have an optimistic, positive opinion of their people, and they use a decentralized, participative management style. In contrast, Theory Y tends to be favored by organizations that have a flatter structure, and where people at the lower levels are involved in decision making and have some responsibility. Macgregor left the Army in June 2004.
Managers are more authoritarian and actively intervene to get things done. McGregor thinks that most organizations today already fulfill the lower needs of employees physiological, safety, and love social and therefore should concentrate on the higher needs of individuals. Together with , he developed which is about promoting stable employment, high sense of productivity and high employee morale and -satisfaction. Frederick Taylor required the managers to set the tasks for the employees in advanced and that each task was to be detailed to each employee, to be done in a certain way and completed by an exact time no less. Fyfe has been providing clients in the Fox River Valley with high-quality representation in a range of family law issues, including divorce, child support and custody cases.